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All Journal SEGMEN Jurnal Manajemen dan Bisnis JURNAL BISNIS STRATEGI Jurnal Manajemen Teknologi JIK Jurnal Ilmu Komputer Jurnal Manajemen Bisnis Kinerja Akmenika : Jurnal Akuntansi dan Manajemen Jurnal Minds: Manajemen Ide dan Inspirasi JBTI : Jurnal Bisnis : Teori dan Implementasi JURNAL EKONOMI DAN BISNIS AIRLANGGA Gadjah Mada Journal of Psychology Journal of Governance and Public Policy Dinamika Ilmu Al Qalam: Jurnal Ilmiah Keagamaan dan Kemasyarakatan JURNAL MANAJEMEN BISNIS Journal of Leadership in Organizations Jurnal Smart Keperawatan International Journal of Economics Development Research (IJEDR) ASIAN JOURNAL OF ISLAMIC MANAGEMENT (AJIM) Entrepreneurship Bisnis Manajemen Akuntansi (E-BISMA) BISNIS & BIROKRASI: Jurnal Ilmu Administrasi dan Organisasi Interdisciplinary Social Studies International Journal of Economics, Business, and Entrepreneurship (IJEBE) DINAMIKA ILMU: Jurnal Pendidikan Formosa Journal of Sustainable Research (FJSR) Asian Journal of Management Analytics Journal of Economics and Management Scienties Jurnal Pendidikan Islam Indatu Journal of Management and Accounting Society Prosiding International Conference on Sustainable Innovation (ICoSI)
Heru Kurnianto Tjahjono
Universitas Muhammadiyah Yogyakarta
Religion Agriculture, Biological Sciences & Forestry Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Nursing Public Health Social Sciences Other

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The Effect of Emotional Intelligence on Public Sector Employee’s Affective Commitment Triyono, Triyono; Tjahjono, Heru Kurnianto
Journal of Governance and Public Policy Vol 10, No 2 (2023): June 2023
Publisher : Universitas Muhammadiyah Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.18196/jgpp.v10i1.14007

Abstract

Commitment is vital in keeping and maintaining integrity within the organization, especially in public organizations. In addition to maintaining integrity, commitment is much needed in organizational change. People with affective commitment who join the organization of their own volition will support the changes made if they feel they are good for the organization. This quantitative study used primary data collected with an online survey facility. The data collection used the non-probability sampling technique of convenience sampling. The sample involved 255 active Directorate General of Customs and Excise employees with work locations across various parts of Indonesia. The data obtained were processed with JASP v 0.16 application with simple regression techniques and Structural Equation Modeling (SEM). The study’s results support the initial hypothesis that emotional intelligence positively affects employees’ affective commitment. In addition, the study’s results support the second hypothesis that public service motivation mediates the effect of emotional intelligence on affective commitment.
Mediation Role of Affective Commitments The Effect Of Organizational Justice on Innovativeo Behavior : Survey at SMK 01 Muhammadiyah Yogyakarta Hairani, Hairani; Tjahjono, Heru Kurnianto; Wahyuningsih, Rr. Sri Handari
Jurnal Manajemen Bisnis Vol. 10 No. 2 (2023): September
Publisher : Pusat Penerbitan dan Publikasi Ilmiah, FEB, Universitas Muslim Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33096/jmb.v10i1.493

Abstract

This study examines the effect of distributive justice, procedural justice, and interactional justice on affective commitment and innovative behavior. The sample of this study was 127 teachers of SMK 01 Muhammadiyah Yogyakarta. The research method uses the SEM method and uses the AMOS IBM SPSS analysis tool. The results showed that distributive justice, procedural justice and interactional justice had a positive effect on innovative behavior either directly or through the mediation of affective commitment variables. A high level of distributive justice, procedural justice, and interactional justice will increase the innovative behavior of teachers. However, the effect of distributive justice, procedural justice, and interactional justice on innovative behavior will be higher through affective commitment variables
How Does Transformational Leadership and Innovation Climate as an Antecedent of Employee Creativity in the Era of the COVID-19 Pandemic Sari, Hayyu Komala; Tjahjono, Heru Kurnianto; Wahyuningsih, Rr. Sri Handari
Al Qalam: Jurnal Ilmiah Keagamaan dan Kemasyarakatan Vol. 17, No 5 : Al Qalam (September 2023)
Publisher : Sekolah Tinggi Ilmu Al-Qur'an (STIQ) Amuntai Kalimantan Selatan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35931/aq.v17i5.2621

Abstract

Penelitian ini memanfaatkan iklim organisasi sebagai variabel mediasi untuk menguji dampak gaya kepemimpinan transformasional terhadap kreativitas karyawan di masa pandemi COVID-19. Responden dalam penelitian ini adalah para pekerja startup. Sampel terdiri dari 129 responden. Menggunakan perangkat lunak AMOS, pendekatan Structural Equation Sampling (SEM) digunakan untuk menganalisis data. Kepemimpinan    transformasional   berpengaruh   baik   terhadap kreativitas karyawan, kepemimpinan transformasional berpengaruh positif terhadap lingkungan penemuan, dan suasana inovasi berpengaruh positif terhadap kreativitas karyawan, menurut hasil penelitian ini., melalui suasana inovatif, transformasional kepemimpinan memiliki pengaruh yang menguntungkan pada kreativitas karyawan. Penelitian ini menegaskan bagaimana kepemimpinan transformasional dan suasana inovasi berfungsi sebagai pendahulu kreativitas karyawan. Konsekuensi dari penelitian ini adalah perusahaan pemula harus menumbuhkan kepemimpinan transformasional di antara para pekerjanya dan menumbuhkan lingkungan yang ramah inovasi sehingga kreativitas karyawan dapat ditingkatkan sesekali.
Pengaruh Kepemimpinan yang Melayani Terhadap Job Crafting dengan Dimediasi Kepercayaan Anggesti, Ian Putri Wahyu; Rahayu, Meika Kurnia Puji; Tjahjono, Heru Kurnianto
Al Qalam: Jurnal Ilmiah Keagamaan dan Kemasyarakatan Vol. 17, No 6 : Al Qalam (November 2023)
Publisher : Sekolah Tinggi Ilmu Al-Qur'an (STIQ) Amuntai Kalimantan Selatan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35931/aq.v17i6.2800

Abstract

Penelitian ini bertujuan untuk mengetahui pengaruh kepemimpinan yang melayani (Servant Leadership) terhadap job crafting dengan dimediasi kepercayaan (Trust). Populasi penelitian ini adalah 328 karyawan hotel di Pekanbaru. Sampel yang digunakan sebanyak 150 Responden dipilih menggunakan metode convenience sampling. Data dikumpulkan melalui kuesioner dan dianalisis dengan Structural Equation Model dan Sobel Test. Hasil penelitian ini menunjukkan bahwa kepemimpinan yang melayani (Servant Leadership) berpengaruh positif dan signifikan terhadap job crafting. Kepemimpinan yang melayani (Servant Leadership) berpegaruh positif dan signifikan terhadap kepercayaan (Trust). Kepercayaan (Trust) berpengaruh positif dan signifikan terhadap job crafting. Kepemimpinan yang melayani (Servant Leadership) berpengaruh signifikan terhadap job crafting dengan dimediasi oleh kepercayaan (Trust).
Impact of Leader-Member Exchange and Perceived Organizational Support on Job Embeddedness: The Moderating Role of Self-Efficacy Wiedyawati, Rizki Allananda; Zakiy, Muhammad; Tjahjono, Heru Kurnianto
Indatu Journal of Management and Accounting Vol. 1 No. 2 (2023): December 2023
Publisher : Heca Sentra Analitika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60084/ijma.v1i2.125

Abstract

The perception of the relationship between leader-member exchange and good organizational support largely determines an employee’s desire to stay in their jobs. This study aims to examine the effect of leader-member exchange and perceived organizational support on job embeddedness, with self-efficacy as a moderating variable. The study was conducted in three Islamic banks in Indonesia, namely Bank Syariah Indonesia, Bank Madina Syariah, and Bank Muamalat. This research was quantitative, and the sample used comprised 302 respondents obtained through purposive sampling, with data collected using a questionnaire. The results of this study indicate that leader-member exchange and perceived organizational support positively influence job embeddedness in employees. Additionally, this study demonstrates the role of self-efficacy in moderating the relationship between perceived organizational support and job embeddedness. However, self-efficacy could not moderate the relationship between leader-member exchange and job embeddedness. Based on the results of the study, the leaders of Bank Syariah Indonesia, Bank Madina Syariah, and Bank Muamalat must pay attention to fostering good relations between leaders and employees, as well as ensuring positive support from the organization.
Authentic Leadership and Team Performance: Exploring the Mediating Role of Dynamic Adaptive Capability Sumarmi, Saptaningsih; Tjahjono, Heru Kurnianto; Qamari, Ika Nurul; Shaikh, Mohsin
Journal of Leadership in Organizations Vol 6, No 2 (2024): Journal of Leadership in Organizations
Publisher : Universitas Gadjah Mada

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22146/jlo.94502

Abstract

Introduction/Main Objectives: This research explores Dynamic Adaptive Capability to achieve Team Performance in higher education institutions, focusing on the challenges posed by a rapidly changing global environment. The study emphasizes the importance of dynamic adaptability as a mediating variable, connecting Authentic Leadership and Justice Climate as key elements influencing Team Performance. Background Problems: The main question of this research is whether Authentic Leadership improves Team Performance through Dynamic Adaptive Capability. The urgency of this research in Indonesia's higher education context is critical, considering that the ever-changing global environment demands rapid and effective adaptation to remain competitive and relevant. Novelty: Empirical evidence explaining how Authentic Leadership can improve Team Performance in Indonesian higher education still needs to be explored. Therefore, research that finds this mechanism is still required and adds Dynamic Adaptive Capability as a mediator. Research Methods: This research collected a survey of the Head of the Study Program as a team representative, used purposive sampling, and utilized AMOS SEM analysis to test the hypothesis. Finding/Results: The research shows that Authentic Leadership positively impacts Dynamic Adaptive Capability and Team Performance. Meanwhile, Justice Climate has no relationship with Team Performance but positively impacts Dynamic Adaptive Capability. Dynamic Adaptive Capability positively mediates Authentic Leadership and Team Performance while negatively mediating Justice Climate and Team Performance. Conclusion: In addition to supporting several hypotheses, this research also highlights the complex and diverse nature of these relationships, prompting recommendations for strategic planning and further investigation to deepen our understanding of the dynamics in organizational environments.
Revisit intentions in local food restaurants: a critical review Sari, Niken Permata; Tjahjono, Heru Kurnianto
Entrepreneurship Bisnis Manajemen Akuntansi (E-BISMA) Vol.5, No.2 (2024): December 2024
Publisher : Universitas Widya Mataram

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37631/ebisma.v5i2.1629

Abstract

This study examines the factors influencing revisit intention at local food restaurants, emphasizing the need for a broader methodological approach. Through a critical review of relevant studies, this study identifies customer satisfaction, service quality, and food value as essential determinants of predicting revisit intention. Furthermore, this study critiques methodological approaches in the literature, highlighting limitations such as selection bias and limited sample representation due to standard non-random sampling methods. A mixed-methods approach, incorporating quantitative and qualitative data, is recommended to provide a more comprehensive understanding of diners’ motivations and experiences. Expanding sampling techniques to incorporate random or stratified methods is suggested to increase the generalizability of the findings. This approach would also allow for richer insights into how social, cultural, and technological factors influence revisit intention across contexts. Ultimately, this study contributes to a deeper understanding of the complexity of customer behavior, particularly as it relates to culinary experiences, and proposes future research directions that integrate multiple sampling and analysis methods to capture the dynamic nature of revisit intention.
THE INFLUENCE OF SERVANT LEADERSHIP ON FOLLOWERS’ CREATIVITY WITH CLIMATE FOR CREATIVITY AS MEDIATION Atmoko, Tsamarah Dzubyanni; Tjahjono, Heru Kurnianto
Jurnal Ekonomi dan Bisnis Airlangga Vol. 34 No. 2 (2024): JURNAL EKONOMI DAN BISNIS AIRLANGGA
Publisher : Fakultas Ekonomi dan Bisnis, Universitas Airlangga

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.20473/jeba.V34I22024.183-195

Abstract

Introduction: As a developing nation, Indonesia persists in its endeavors to boost national growth, including initiatives to support the creative industry through startup companies. This research aims to examine the impact of servant leadership on followers’ creativity, with climate for creativity as the mediating factor. Methods: This research is a quantitative study using primary data obtained through a questionnaire survey from 178 employees working in 73 Indonesian startup companies. The sampling method was purposive sampling. The collected data were then processed and analysed using SEM-PLS. Results: The results revealed the significance of climate for creativity as a full mediator in the relationship between servant leadership and followers’ creativity, meaning that servant leadership has an indirect influence on followers’ creativity through climate for creativity. These findings suggest that leaders who adopt servant leadership styles can enhance followers’ creativity through climate for creativity. Conclusion and suggestion: This study found that servant leadership's impact on startup employees' creativity is fully mediated by the perceived climate for creativity. This implies that by fostering a climate supportive of creativity—through flexible work environments, recognition of creativity, and resource provision—servant leaders indirectly enhance employee creativity. Thus, when servant leaders cultivate a climate for creativity, it boosts the creativity of startup employees in their work.
TRANSFORMATIONAL LEADERSHIP AND WORK ENGAGEMENT: MEDIATING ROLE OF PSYCHOLOGICAL EMPOWERMENT Ayu Dina, Dyah; Tjahjono, Heru Kurnianto
Jurnal Ekonomi dan Bisnis Airlangga Vol. 33 No. 2 (2023): JURNAL EKONOMI DAN BISNIS AIRLANGGA
Publisher : Fakultas Ekonomi dan Bisnis, Universitas Airlangga

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.20473/jeba.V33I22023.132-149

Abstract

Introduction: Work engagement has gained significant attention over the past two decades, particularly within the evolving business environment of the 21st century. This research aims to examine the impact of transformational leadership on work engagement, with psychological empowerment as the mediating factor. Methods: This research is a quantitative study using primary data obtained through a questionnaire survey of employees in one of the Indonesian private companies active in the field of distribution of biotechnology research laboratory equipment. The measurement is done using the Likert Scale and data analysis is done with the help of the PLS-SEM tool. Results: The research findings indicate that transformational leadership positively influences work engagement, with psychological empowerment mediating the relationship between transformational leadership and work engagement. These findings suggest that leaders who adopt transformational leadership styles can enhance work engagement through psychological empowerment. Conclusion and suggestion: This research provides valuable insights for organizations that want to enhance the work engagement of their employees, especially in situations of organizational restructuring. In addition, the study also emphasizes the importance of job resources in helping to create a working environment that supports high work engagement.
Employee-Perceived Benefits of Training and Affective Commitment to Change: The Mediation Effect of Individual Readiness for Change Muhammad, Eizel Mauldy; Tjahjono, Heru Kurnianto
International Journal of Economics Development Research (IJEDR) Vol. 5 No. 4 (2024): International Journal of Economics Development Research (IJEDR)
Publisher : Yayasan Riset dan Pengembangan Intelektual

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37385/ijedr.v5i4.5133

Abstract

This research explores the relationship between employees' perceived training benefits and affective commitment to change in an organizational context. In addition, this study examines the mediating role of individual readiness for change in this relationship. This study is a multiple correlational research. In this study, a explanatory-quantitative approach will be used. The Structural Equation Modeling (SEM) analysis technique is used to test the proposed hypotheses using AMOS version 26 software. the population comprises 596 employees, data will be collected using the purposive sampling technique, therefore, this study will have a sample size of 100 participants. The results of this study revealed that employee perceived training benefits had no direct impact on affective commitment to change, but significantly influenced affective commitment to change indirectly through individual readiness for change. The implications of this study emphasizing the need for customized training programs and change management strategies, especially in the context of the oil & gas sector.
Co-Authors AA Sudharmawan, AA Adawiyah, Kurniatul Akif Khilmiyah Amaripuja, Punang Anggesti, Ian Putri Wahyu Anniez Rachmawati Musslifah Ariasari, Agnes Nunung Assery, Syeh Atmojo, Singgih Tiwut Atmoko, Tsamarah Dzubyanni Ayu Dina, Dyah Bani, Ronald Sulle DA, Meika Kurnia Puji Rahayu Deby Zulkarnain Rahadian Syah, Deby Zulkarnain Rahadian Dirgahayu, Paramitasari Endah Wulandari Eny Lestari Fitria Nur Hasanah Fulaedzah, Indah Asrin Hairani Hairani Hamami, Tasman Handayani, Siti Dyah Hidayat, Rizki Muslim Lathiful Khuluq Majang Palupi, Majang Meise Satriani, Meise Muafi Muhammad fauzan Muhammad Zakiy Muhammad, Eizel Mauldy Niken Permata Sari, Niken Permata Nuryakin, Nuryakin Pancawati, Meidiana Pangesti, Galuh Rahmi Pradana, Fawzi Rizki Puji RDA, Meika Kurnia Purnama, Annur Wulan Puspa Galih Yuasmara, Puspa Galih Qamari, Ika Nurul R. Sapto Hendri Boedi Soesatyo Rahayu, Meika Kurnia Puji Rahma, Aulia Reni Herawati Ridwan Baraba Saptaningsih Sumarmi, Saptaningsih Sari, Hayyu Komala Shaikh, Mohsin Son haji, Son Sugiyanto - SUSANTO Susanto Susanto Sutarman Sutarman Suud, Fitriah M. SYAMSUL HIDAYAT Thahira, Agniya Tri Maryati, Tri Triharjanti, Dessy Triyono Triyono Tyofyan, Gigih Tegar Wahyuningsih, Rr. Sri Handari Widowati PA., Retno Widya, Alifah Wiedyawati, Rizki Allananda Wisnu Prajogo, Wisnu Yuli Noor Kusumawati Zainal Mustafa