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Dewi, Nolla Puspita

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Transformational Leadership, Digital Competence, and Employee Performance: Examining the Mediating Role of Self-Efficacy and the Moderating Influence of Perceived Organizational Support Dewi, Nolla Puspita; Nurhatisyah, Nurhatisyah; Elkarima, Naseha; Pawar, Avinash
Jurnal Manajemen Bisnis Vol. 16 No. 1: March 2025
Publisher : Universitas Muhammadiyah Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.18196/mb.v16i1.25429

Research aims: To examine the influence of transformational leadership and digital competence on employee performance in Regional Apparatus Organizations (OPDs) in the Riau Islands Province, with self-efficacy as a mediating factor and organizational support as a moderating factor.Design/Methodology/Approach: A quantitative approach using a survey method was employed. Data were collected from 185 employees in OPD using a structured questionnaire. The analysis was conducted using Partial Least Squares Structural Equation Modeling (PLS-SEM) with Smart PLS software, allowing for both direct and indirect effect evaluations.Research findings: Transformational leadership and digital competence were found to significantly enhance employee performance, both directly and indirectly, with self-efficacy mediating their positive effects. Organizational support further strengthened these relationships as a moderating factor. Together, these variables accounted for 90.3% of the variance in performance, emphasizing the need for leadership that inspires and equips employees with digital skills to thrive in a technology-driven workplace.Theoretical Contribution/Originality: The study integrates leadership, digital competence, and psychological constructs (self-efficacy and organizational support) in the context of public sector organizations. It highlights the interplay between these variables, offering a comprehensive framework for improving employee performance in a digital era.Practitioners/Policy Implications: The study emphasizes the importance of developing transformational leadership through targeted training and prioritizing digital competence to address digital-era challenges. Organizations should strengthen support systems, such as continuous training and recognition programs, to boost employee confidence and engagement, fostering sustained performance, innovation, and resilience.Research Limitations/Implications: This study focuses on Regional Apparatus Organizations in Riau Islands Province, limiting generalizability. Its cross-sectional design restricts causal inference. As such, future research should consider longitudinal and qualitative approaches for deeper insights into these relationships.

Performance Assessment of Health Personnel with Passionate Performance Leaders as Moderators at the Badan Pengusahaan Batam Hospital Isramilda; Wibisono, Chablullah; Satriawan, Bambang; Dewi, Nolla Puspita
Jurnal Manajemen Indonesia Vol. 24 No. 3 (2024): Jurnal Manajemen Indonesia
Publisher : Fakultas Ekonomi dan Bisnis, Telkom University.

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.25124/jmi.v24i3.8171

One effort to maintain and improve hospital performance is by improving the performance of health workers. This situation makes hospitals create policies that employees must be able to become quality human resources, and it is not uncommon for employees to end up having double jobs, such as in the accreditation implementation process. This condition often becomes a source of conflict for employees, where employees become incompatible in carrying out their orders. The aim of this research is to build a model of employee performance at BP Batam Hospital, with the role of the leader to minimize the emergence of work stress due to workload which can reduce employee performance. This research was conducted at BP Batam Hospital, the research sample was 215 employees. Data processing uses the SEM method with PLS software. The results of this research conclude that pleasant employee experiences have a significant positive influence on employee performance, pleasant employee experiences have a significant positive influence on empowerment, empowerment has a positive and not significant influence on employee performance, work stress has a negative and not significant influence on pleasant employee experiences, engagement. Employees have a significant positive effect on enjoyable Employee Experience, work stress has a significant negative effect on employee engagement, work stress has a significant negative effect on the performance of health workers, work stress has a significant positive effect on performance through Enjoyable Employee Experience, work stress has a significant positive effect on Empowerment through Enjoyable Employee Experience, Employee Engagement have a significant positive influence on employee performance through Enjoyable Employee Experience, Employee Engagement has a significant positive influence on Empowerment through Enjoyable Employee Experience, Enjoyable Employee Experience has a positive and not significant influence on Employee Performance through Empowerment, Job Stress has a significant positive influence on Enjoyable Employees Experience through Employee Engagement, Enjoyable Employee Experience Has a Significant Negative Influence on Employee Performance Moderated by Leader Passionate Performance.

Public accountant performance: The mediation role of organizational commitment Mursal, Mursal; Wibisono, Chablullah; Ngaliman, Ngaliman; Dewi, Nolla Puspita; Basri, Basri
Annals of Human Resource Management Research Vol. 5 No. 2 (2025): June
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i2.2869

Purpose: This study aims to examine and analyze the direct influence of spiritual motivation, integrity, competence, organizational culture, locus of control, and organizational commitment on the performance of accountants at the Riau Islands Province Public Accounting Firm, and then indirectly test and analyze the influence of spiritual motivation, integrity, competency, organizational culture, and locus of control on accountant performance through organizational commitment. Research Methodology: The population in this study was 102 accountants using the census method, and the entire population was used as a sample. Quantitative data were collected using a questionnaire, and qualitative data were obtained by direct interviews with accountants. Results: From the research results it was found that of the six variables, the one that had the highest influence on performance was organizational commitment (t-value 6.321) and the lowest was spiritual motivation (t-value 2.507). Furthermore, spiritual motivation has the highest influence (t-value 21.893), and integrity has the lowest (t-value 3.467) on organizational commitment. Next, the position of organizational commitment plays the largest role in improving accountant performance and the smallest role is the spiritual motivation variable; the rest is influenced by other variables that were not examined in this study. Conclusions: The influence of dependent variables on independent variables is strong, as is the influence of dependent variables on intervening variables. In this research, all variables have a strong influence on the dependent and intervening variables. Limitations: The dependent variables of this study have not fully provided a definite role for organizational commitment on accountant performance; therefore, it is necessary to add other variables to clarify it. Contribution: This study serves as a reference for developing an individual behavior model regarding individual characteristics, individual mechanisms, and what individuals produce in public accounting organizations that continue to experience changes in information technology from time to time in the context of reform for progress based on performance as an outcome.

Analisis pengambilan keputusan dalam pengaruh motivasi, budaya organisasi, perilaku kepemimpinan, dan kepribadian terhadap kinerja karyawan di universitas ibnu sina kota Batam Mulyadi, Mulyadi; Wibisono , Chablullah; Sateiawan, Bambang; Dewi, Nolla Puspita; Fadlilah, Andi Hidayatul
Jurnal Konseling dan Pendidikan Vol. 13 No. 1 (2025): JKP
Publisher : Indonesian Institute for Counseling, Education and Therapy (IICET)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29210/1137400

Kemajuan pendidikan tinggi menuntut perguruan tinggi untuk memberikan layanan berkualitas dan menghasilkan lulusan yang kompetitif. Universitas Ibnu Sina (UIS) di Batam menghadapi tantangan dalam mengoptimalkan kinerja karyawan agar tetap unggul di tengah persaingan global. Manajemen sumber daya manusia yang efektif menjadi kunci dalam meningkatkan produktivitas dan daya saing institusi pendidikan. Penelitian ini bertujuan untuk menganalisis pengaruh motivasi, budaya organisasi, kepemimpinan, dan kepribadian terhadap kinerja karyawan UIS, dengan pengambilan keputusan sebagai variabel mediasi. Penelitian ini menggunakan pendekatan kuantitatif dengan metode survei kuesioner yang melibatkan 120 karyawan UIS yang dipilih secara acak. Teknik analisis data menggunakan analisis regresi linear berganda dan analisis regresi mediasi untuk menguji hubungan antarvariabel. Hasil penelitian menunjukkan bahwa semua faktor yang diteliti memiliki pengaruh signifikan terhadap kinerja karyawan, dengan budaya organisasi dan kepemimpinan memiliki pengaruh yang lebih kuat dibandingkan motivasi dan kepribadian. Selain itu, pengambilan keputusan terbukti sebagai mediator yang signifikan, memperkuat hubungan antara faktor-faktor tersebut dengan kinerja karyawan. Implikasi dari temuan ini menekankan pentingnya peran kepemimpinan dalam menciptakan lingkungan kerja yang mendukung pengambilan keputusan strategis serta peningkatan budaya organisasi yang adaptif. Pemimpin di UIS diharapkan dapat memberikan arahan, pembinaan, serta membangun motivasi karyawan untuk meningkatkan kinerja mereka. Namun, penelitian ini memiliki keterbatasan dalam cakupan sampel dan kurang mempertimbangkan faktor eksternal seperti kebijakan pendidikan nasional dan perkembangan teknologi. Oleh karena itu, penelitian lebih lanjut disarankan untuk memperluas cakupan sampel dan mempertimbangkan variabel eksternal guna memperkuat validitas hasil.

Transformational Leadership: How Intrinsic Motivation and Innovation at Workplace Satriawan, Bambang; Dewi, Nolla Puspita; Yanti, Sri; Yuliansyah, Yuliansyah
Integrated Journal of Business and Economics (IJBE) Vol 9, No 3 (2025): Integrated Journal of Business and Economics
Publisher : Universitas Bangka Belitung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33019/ijbe.v9i3.1192

This study aims to examine the relationship between transformational leadership and the improvement of employees' innovative performance in the service division of Regional Apparatus Organizations in Karimun Regency, Riau Islands Province. This quantitative research uses a non-probability random sampling technique. There are 100 respondens participated in this research, with primary data collected through questionnaires. Data analysis includes descriptive statistics, data quality tests, outer and inner model tests, and hypothesis testing using. The results show that transformational leadership has a significant positive effect on innovative performance. Intrinsic motivation also positively and significantly affects innovative performance. Furthermore, transformational leadership significantly influences intrinsic motivation and indirectly enhances innovative performance through intrinsic motivation. This study highlights the importance of transformational leadership in fostering employee motivation and innovation within local government organizations.

THE INFLUENCE OF COMPETENCE, WORK ENVIRONMENT, AND JOB STRESS ON ORGANIZATIONAL COMMITMENT OF EMPLOYEES IN THE SERVICE OF WOMEN'S EMPOWERMENT CHILD PROTECTION POPULATION CONTROL AND FAMILY PLANNING IN RIAU ISLANDS PROVINCE WITH JOB SATISFACTION AS AN INTE Syarifah Fatimah; Bambang Satriawan; Nolla Puspita Dewi
International Journal of Educational Review, Law And Social Sciences (IJERLAS) Vol. 4 No. 5 (2024): September
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijerlas.v4i5.1924

This study aims to examine the influence of competence, work environment and work stress on organizational commitment of employees of the women's empowerment service, child protection, population control and family planning, Riau Islands province with job satisfaction as an intervening variable. The analysis used in this research is parametric and non-parametric statistics. parametric using SEM-PLS (Structural Equation Modeling-Partial Least Square) The results of this research on direct relationships found that Competence has a negative and insignificant effect on organizational commitment, the work environment has a positive and insignificant effect on organizational commitment, Job stress has a positive and not significant to organizational commitment, Competence has a positive and significant effect on job satisfaction, Work environment has a positive and significant effect on job satisfaction, Job stress has a negative and not significant effect on job satisfaction, Job satisfaction has a positive and significant effect on organizational commitment, in testing the relationship hypothesis It was indirectly found that Competence had a significant positive effect on Organizational Commitment with job satisfaction as an intervening variable, Work environment had a significant positive effect on Organizational Commitment with job satisfaction as an intervening variable, Job stress had a negative and insignificant effect on employee Organizational Commitment with job satisfaction as an intervening variable

THE EFFECT OF WORK STRESS, TRAINING, AND COMPETENCE ON PERFORMANCE OF KARIMUN POLICE PERSONNEL, RIAU ISLANDS REGIONAL POLICE, WITH ORGANIZATIONAL COMMITMENT AS AN INTERVENING VARIABLE Ulfa; Bambang Satriawan; Nolla Puspita Dewi
International Journal of Educational Review, Law And Social Sciences (IJERLAS) Vol. 4 No. 5 (2024): September
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijerlas.v4i5.1952

Human resources are the driving force of an organization. Without human resources, the organization will not be able to carry out the process of growing and moving. Human resources are so important for the survival of the organization that there must be special treatment carried out by managers and stakeholders of the organization to be able to carry out good empowerment so that human resources in the organization can provide optimal performance for the survival of the organization. Employee performance is the work results in terms of quality and quantity achieved by an employee in carrying out his/her civil servant duties in accordance with the responsibilities given to him/her. Therefore, it can be said that human resource performance is the achievement or work results in terms of quality and quantity achieved by employees in a certain period. research variables are attributes or characteristics or aspects of people or objects that have certain variations that are determined by researchers to be studied and conclusions drawn. Meanwhile, according to Kerlinger. variables are characteristics that can have various values. Furthermore, it is stated that variables are symbols that have values in the form of numbers. So variables are symptoms or characteristics of an object that have variations or values that are different from other objects that are the focus of researchers to observe.

Pengaruh efikasi diri, lingkungan kerja, dan kepemimpinan transformasional terhadap kinerja inovatif melalui organizational citizenship behavior sebagai variabel intervening pada pegawai kantor kejaksaan Negeri Batam Malau, Dessy Mita Mariana; Ramli , Ramli; Dewi, Nolla Puspita; Yanti, Sri
JRTI (Jurnal Riset Tindakan Indonesia) Vol. 10 No. 1 (2025): JRTI (Jurnal Riset Tindakan Indonesia)
Publisher : IICET (Indonesian Institute for Counseling, Education and Therapy)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29210/30036143000

Penelitian ini bertujuan untuk menganalisis pengaruh efikasi diri, lingkungan kerja, dan kepemimpinan transformasional terhadap kinerja inovatif pegawai Kejaksaan Negeri Batam dengan Organizational Citizenship Behavior (OCB) sebagai variabel intervening. Penelitian menggunakan pendekatan kuantitatif dengan metode survei melalui kuesioner yang dibagikan kepada 120 responden, dan data dianalisis dengan software SmartPLS 3.0. Hasil penelitian menunjukkan bahwa efikasi diri, lingkungan kerja, dan kepemimpinan transformasional berpengaruh positif dan signifikan terhadap kinerja inovatif, baik secara langsung maupun melalui OCB. Efikasi diri meningkatkan keyakinan pegawai untuk berinovasi sekaligus memperkuat perilaku OCB. Lingkungan kerja yang kondusif terbukti mendorong partisipasi sukarela dan kreativitas pegawai. Kepemimpinan transformasional memberikan motivasi, arahan, dan teladan yang mendorong munculnya kinerja inovatif. Selain itu, OCB berperan sebagai mediator signifikan yang memperkuat hubungan variabel-variabel bebas dengan kinerja inovatif, sehingga pengaruh tidak langsung dari efikasi diri, lingkungan kerja, dan kepemimpinan transformasional terhadap kinerja inovatif juga terbukti signifikan. Temuan ini menegaskan pentingnya peningkatan efikasi diri pegawai, penciptaan lingkungan kerja yang mendukung, serta penerapan gaya kepemimpinan transformasional. Ketiga faktor tersebut, bila dipadukan dengan budaya OCB, dapat mendorong kinerja inovatif yang berkelanjutan, khususnya di lingkungan organisasi publik seperti lembaga penegakan hukum.

The Effect Of Der, Company Size, And Roe On The Firm Value Of Manufacturing Companies In The Automotive Sub-Sector And Its Components Faris Ramadhan; Putri Mauliza; Nolla Puspita Dewi; Khaira Rizfia Fachrudin
International Journal of Management Research and Economics Vol. 3 No. 3 (2025): August : International Journal of Management Research and Economics
Publisher : Institut Teknologi dan Bisnis (ITB) Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54066/ijmre-itb.v1i2.617

The purpose of this study was to determine and analyze the effect of DER, company size, and ROE on the company value of Automotive Sub-Sector Manufacturing Companies and their Components both partially and simultaneously. The research methodology uses an associative descriptive approach that explains the influence between the independent variable and the dependent variable. The data analysis technique uses Eviews tools with a total research sample of 11 Automotive and Component Subsector Manufacturing Companies with 5 years of observation time. The results of the DER tcount value of -0.008287 with a significance value of 0.0001 <0.05 mean that DER has a negative and significant effect on PBV in automotive companies listed on the IDX. The tcount value of total assets is 4.526332 with a significance value of 0.0002 <0.05, meaning that total assets have a positive and significant effect on PBV in automotive companies listed on the IDX. The tcount value of ROE is -4.239893 with a significance value of 0.0004 <0.05, meaning that ROE has a negative and significant effect on PBV in automotive companies listed on the IDX. The F value is 0.436104 and the significance level is 15.89043. Judging from the significance value, the value is 0.000013 <0.05. This means that DER, total assets, and ROE simultaneously have a significant effect on PBV.

Influence of transformational leadership, organizational citizenship behavior, and worker involvement on innovative work performance with sharing of knowledge as an intervening variable at the Office of PLP Class II Tanjung Uban, Ministry of Transportation Sirait, Amri; Dewi, Nolla Puspita; Rumengan, Angelina E.
Journal of Multidisciplinary Academic and Practice Studies Vol. 1 No. 2 (2023): May
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/jomaps.v1i2.2371

Purpose: This study aimed to analyze the influence of transformational leadership, organizational citizenship behavior, and work involvement on innovative work behavior, with knowledge sharing as an intervening variable. Research Methodology: This research used a quantitative approach with a survey method. A total of 101 employees were selected using total sampling method. Data were collected through questionnaires and analyzed using structural equation modeling-partial least squares (SEM-PLS) version 3.0. Results: The findings indicate that transformational leadership, OCB, and work involvement significantly affect innovative work behavior. OCB and work involvement significantly influenced knowledge sharing, whereas transformational leadership did not. Knowledge sharing itself does not significantly affect innovative work behavior and does not mediate the relationship between the independent variables and innovative work behavior. Conclusions: Innovative work behavior is primarily shaped by leadership, citizenship behavior, and employee involvement, whereas knowledge sharing plays only a limited role. Strengthening OCB and engagement directly enhances innovation, even without mediation by knowledge sharing. Limitations: This study was restricted to one institution and relied only on questionnaires. Contribution: This study highlights the importance of leadership, OCB, and involvement in fostering innovation, offering guidance for managerial practice.

Co-Authors Ade Rahmah Ady Hermawan Alviani, Maylan Ana Fahizah Ana Faizah Andi Hidayatul Fadlilah Anggra, Anggra Auzar, Silvia Revana Baehaqi Bambang Satriawan BAMBANG SATRIAWAN Bambang Satriawan Basri Basri Benni Sumarman Benni Sumarman Casandra Chablullah Wibisono Chabullah Wibisono Dianalfianti, Zurfiera E Rumengan, Angelina Eddy Riyanto Oemar Husein Elkarima, Naseha Elly Rumengan Ely Kurniawati Etty Sri Wahyuni Friadi, John Gunawan, Dahlan Habibie, Mohammad Arief El Harahap, Morina Harifda INDRAYANI INDRAYANI Intan Rahmadian Ira Wati Isramilda, Isramilda Jemmy Rumengan Jemmy Rumengan Jemmy Rumengan Khaira Rizfia Fachrudin Liana Liana Liyana Khairunnisa Fawwaz Luthfi, Andi M M. Faizal Rangkuti Malau, Dessy Mita Mariana Muammar Khaddafi Mulyadi Mulyadi Mursal Mursal Mursal Mursal Naseha Elkarima Nasution, Novita Ngaliman, Ngaliman Nicha Suwalla Nicha Suwalla Nurhatisyah Nurhatisyah Nurhatisyah Nurhatisyah nurhatisyah Nurhatisyah Nurhatisyah Nurhatisyah Nurhatisyah Nurhatisyah nurhatisyah Nurhatisyah nurhatisyah Pardede, Abet Alpha Pawar, Avinash Putri Mauliza R.A. Widyanti Diah Lestari Ramadhan, Faris Ramli Ramli , Ramli Rangkuti, M. Faizal Rico Nur Ilham Rizki Hidayat Roy Nanda, Reza Rucyana Rumengan, Angelina E. Salmayani, Salmayani Sari Hidayat, Berliana Sari, Dwi Kartika Sateiawan, Bambang Satriawan, Bambang Satriawan, Bambang Sirait, Amri Siregar, Khairuddin Sri Rahayu Sri y Sri Yanti Sri Yanti Sri Yanti Sri Yanti Suwalla, Nicha Syahrianis Syahrianis Syarifah Fatimah Syukur, Ihram Bani Ulfa Wibisono , Chablullah Yeni Ardianti Yuliansyah Yuliansyah

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