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All Journal JURNAL PENGABDIAN KEPADA MASYARAKAT Journal of Economic, Bussines and Accounting (COSTING) Community Engagement and Emergence Journal (CEEJ) Management Studies and Entrepreneurship Journal (MSEJ) Quantitative Economics and Management Studies Jurnal Ekonomi Jurnal Bisnis, Ekonomi, dan Sains SENTRI: Jurnal Riset Ilmiah Action Research Journal Indonesia (ARJI)
Deden Sutisna
Universitas Widyatama
Aerospace Engineering Arts Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Health Professions Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Mathematics Social Sciences

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Sinergi Gaya Kepemimpinan Adaptif Dan Lingkungan Kerja Terhadap Peningkatan Kinerja Pegawai Aldi Norman; Deden Sutisna
Community Engagement and Emergence Journal (CEEJ) Vol. 5 No. 6 (2024): Community Engagement & Emergence Journal (CEEJ)
Publisher : Yayasan Riset dan Pengembangan Intelektual

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37385/ceej.v6i3.8757

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh kepemimpinan situasional dan lingkungan kerja terhadap kinerja pegawai pada PT. Hung-A Indonesia Divisi Hi-End Factory. Latar belakang penelitian didasarkan pada penurunan kinerja pegawai dalam tiga tahun terakhir yang diduga disebabkan oleh kurang adaptifnya gaya kepemimpinan dan lingkungan kerja yang tidak mendukung. Penelitian ini menggunakan pendekatan kuantitatif dengan metode deskriptif verifikatif. Data dikumpulkan melalui kuesioner tertutup kepada 128 responden dengan teknik simple random sampling. Analisis data dilakukan menggunakan regresi linier berganda, uji t, uji F, dan koefisien determinasi (R²) melalui aplikasi SPSS versi 25. Hasil penelitian menunjukkan bahwa secara parsial, kepemimpinan situasional dan lingkungan kerja berpengaruh signifikan terhadap kinerja pegawai, meskipun pengaruhnya tidak tergolong kuat. Secara simultan, kedua variabel tersebut memiliki pengaruh yang lebih besar dan signifikan terhadap peningkatan kinerja. Pegawai yang bekerja dalam lingkungan kerja yang nyaman dan dipimpin oleh atasan yang mampu menyesuaikan gaya kepemimpinannya dengan kondisi kerja menunjukkan kinerja yang lebih optimal. Implikasi manajerial dari penelitian ini adalah perlunya integrasi antara strategi kepemimpinan yang adaptif dan pengelolaan lingkungan kerja yang mendukung untuk mendorong produktivitas secara berkelanjutan. Penelitian ini memberikan kontribusi empiris dalam pengembangan manajemen sumber daya manusia, khususnya dalam menciptakan sistem kerja yang efektif dan kolaboratif.
Budaya Organisasi Dan Komitmen Pegawai: Kunci Meningkatkan Kinerja Di Sektor Publik Carolina Apriliyantia; Deden Sutisna
Community Engagement and Emergence Journal (CEEJ) Vol. 5 No. 6 (2024): Community Engagement & Emergence Journal (CEEJ)
Publisher : Yayasan Riset dan Pengembangan Intelektual

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37385/ceej.v6i3.8759

Abstract

This study aims to analyze the influence of organizational culture and organizational commitment on employee performance at the Regional Revenue Agency (BAPENDA) of Serang City. The background of this study is based on the phenomenon of low employee performance that does not fully reflect organizational effectiveness, even though work targets have been achieved administratively. The method used was a quantitative method with a causal associative approach. Data collection was conducted by distributing questionnaires to 164 employees. Data analysis used multiple linear regression to test the partial and simultaneous effects between the independent and dependent variables. The results showed that, partially, organizational culture had no significant effect on employee performance. Conversely, organizational commitment had a significant and positive effect on performance. Simultaneously, organizational culture and organizational commitment significantly influenced employee performance. These findings indicate that performance improvement is more effective through strengthening organizational commitment, without ignoring the role of organizational culture as a supporting factor. The implications of this study recommend the importance of managerial strategies that focus on strengthening employee loyalty, belonging, and responsibility, as well as work culture reform to encourage sustainable organizational effectiveness
Analisis Peran Green Transformational Leadership Dan Green Organizational Culture Terhadap Organizational Citizenship Behavior For The Environment Pada Perum Jasa Tirta II Anissa Trisakti Suwarman; Deden Sutisna
Management Studies and Entrepreneurship Journal (MSEJ) Vol. 7 No. 6 (2026): Management Studies and Entrepreneurship Journal (MSEJ)
Publisher : Yayasan Pendidikan Riset dan Pengembangan Intelektual (YRPI)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37385/553e7w86

Abstract

Pencapaian Sustainable Development Goals (SDGs) dan target Net Zero Emission (NZE) menuntut transformasi kinerja lingkungan pada sektor BUMN. Perum Jasa Tirta II (PJT II) menghadapi kesenjangan kinerja, di mana hasil asesmen ESG BPKP 2024 menunjukkan pilar Lingkungan hanya mencapai skor 33.55%. Penelitian ini bertujuan menganalisis pengaruh Green Transformational Leadership (GTL) dan Green Organizational Culture (GOC) terhadap Organizational Citizenship Behavior for the Environment (OCBE) sebagai dasar rancangan Green Human Resource Management (GHRM). Pendekatan kuantitatif digunakan dengan populasi 319 karyawan tetap. Sampel sebanyak 185 responden dipilih melalui proportionate stratified random sampling. Data dikumpulkan menggunakan kuesioner terstruktur dengan instrumen GTL dari Robertson, GOC dari Aggarwal & Agarwala, serta OCBE dari Boiral & Paillé, kemudian dianalisis menggunakan PLS-SEM dengan RStudio 4.5.2. Hasil analisis membuktikan bahwa GOC secara parsial berpengaruh positif dan signifikan terhadap OCBE, sementara GTL tidak memiliki pengaruh langsung yang signifikan. Secara simultan, GTL dan GOC berkontribusi menjelaskan varians OCBE pada tingkat moderat, di mana GOC berperan sebagai pendorong utama yang dominan. Temuan ini menjadi landasan perancangan model GHRM yang memprioritaskan difusi budaya dan motivasi inspirasional guna mendukung pencapaian harmonisasi GRC-ESG PJT II tahun 2028.
Kesejahteraan Mental Sebagai Investasi Strategis dalam Manajemen Sumber Daya Manusia Irvan Setiawan; Deden Sutisna; Yenny Maya Dora; Nurul Hermina
SENTRI: Jurnal Riset Ilmiah Vol. 5 No. 2 (2026): SENTRI : Jurnal Riset Ilmiah, Februari 2026
Publisher : LPPM Institut Pendidikan Nusantara Global

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55681/sentri.v5i2.5636

Abstract

The issue of employee well-being is increasingly becoming a major concern in human resource management as work demands and modern organizational dynamics increase. High work pressure, changes in work systems, and post-pandemic uncertainty have the potential to worsen the psychological condition of employees if not balanced with adequate work resources. This study aims to analyze the role of supervisor support, work-life balance, and meaningful work on employee well-being as a strategic investment in human resource management. This study uses a descriptive-exploratory qualitative approach with purposive sampling techniques. Data were collected through in-depth interviews and non-participant observation of employees and line managers, supported by secondary data in the form of relevant scientific literature and institutional publications. The results show that supervisor support plays an important role in creating psychological safety, work-life balance contributes to emotional stability, and meaningful work strengthens employee engagement and mental resilience. Simultaneously, these three variables function as complementary job resources in improving employee well-being, as explained in the Job Demands–Resources (JD-R) Theory framework. Meaningful Work acts as a “psychological anchor.” When organizational dynamics create uncertainty (such as changes in work systems), meaningful work ensures that employees remain connected to their professional identity, thereby preventing mental disorientation. This study concludes that strengthening psychosocial resources in the workplace is an effective strategy for improving employee well-being and supporting the sustainability of organizational performance and productivity.
Revitalizing West Javanese Culture: Enhancing Batik Kasumedangan's Marketability on National and International Fronts Mariana Rachmawati; Deden Sutisna; R.Adjeng Mariana F; Suharno Pawirosumarto; Lilis Yuaningsih; Cucu Hodijah; Santi Maria; Wandi Kurniadi
Community Engagement and Emergence Journal (CEEJ) Vol. 5 No. 3 (2024): Community Engagement & Emergence Journal (CEEJ)
Publisher : Yayasan Riset dan Pengembangan Intelektual

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37385/ceej.v5i3.5886

Abstract

The Ministry of Industry continues to explore the potential of the batik industry, particularly in West Java, with the aim of enhancing competitiveness and the welfare of batik and weaving artisans. In West Java alone, there are 27 districts and cities actively producing batik with a variety of motifs, employing around 4,000 batik artisans. According to the Minister of Industry, Saleh Husin, West Java boasts a rich array of textile creations, including batik and weaving, influenced by its agrarian and industrial culture which fosters openness and dynamism among its people. This increasing innovation and preservation of West Javanese batik will contribute to its greater recognition. The batik from West Java is highly diverse, featuring bright and basic colors, with each motif and color carrying its own significance. Despite these attributes, in 2021, the performance of the Traditional Kasumedangan Batik SMEs in West Java was relatively low, failing to rank among the top ten textile exporters in Indonesia. The underperformance of these SMEs can be attributed to ineffective strategic management, which has been hindered by external environmental factors, inadequate company resources, and ineffective competitive strategies, ultimately resulting in very low business performance.
Pengaruh Etika Pegawai dan Pelayanan Pegawai Terhadap Kinerja Pegawai dalam Mendukung Reformasi Birokrasi pada Balai Pemasyarakatan Kelas I Bandung Bianca Bellarina; Deden Sutisna
Community Engagement and Emergence Journal (CEEJ) Vol. 7 No. 2 (2026): Community Engagement & Emergence Journal (CEEJ)
Publisher : Yayasan Riset dan Pengembangan Intelektual

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37385/ceej.v7i2.11714

Abstract

Penelitian ini bertujuan untuk mengetahui, menganalisis, dan membuktikan secara empiris mengenai pengaruh etika pegawai dan pelayanan pegawai terhadap kinerja pegawai dalam mendukung reformasi birokrasi pada Balai Pemasyarakatan Kelas I Bandung. Reformasi birokrasi menuntut adanya kualitas sumber daya manusia aparatur yang berintegritas dan profesional, namun fenomena awal menunjukkan bahwa target capaian beberapa indikator kinerja pada instansi ini selama periode 2023–2025 belum terealisasi secara optimal. Metode penelitian yang digunakan dalam kajian ini adalah pendekatan kuantitatif dengan metode deskriptif dan verifikatif. Sampel dalam penelitian ini adalah para pegawai di lingkungan Balai Pemasyarakatan Kelas I Bandung. Pengumpulan data dilakukan melalui penyebaran kuesioner terstruktur. Analisis data yang diterapkan meliputi analisis deskriptif untuk memotret kondisi riil setiap variabel, serta analisis verifikatif menggunakan metode analisis regresi linear berganda untuk menguji hipotesis penelitian. Variabel bebas dalam penelitian ini terdiri atas Etika Pegawai (X1) dan Pelayanan Pegawai (X2), sedangkan variabel terikatnya adalah Kinerja Pegawai (Y), dengan konteks implikasi pada Reformasi Birokrasi. Berdasarkan kerangka pemikiran dan rumusan masalah yang diajukan, hipotesis dalam penelitian ini menguji pengaruh parsial dan simultan antarvariabel. Diperkirakan secara parsial bahwa Etika Pegawai berpengaruh positif dan signifikan terhadap Kinerja Pegawai, serta Pelayanan Pegawai berpengaruh positif dan signifikan terhadap Kinerja Pegawai. Secara simultan, Etika Pegawai dan Pelayanan Pegawai diperkirakan berpengaruh positif dan signifikan terhadap Kinerja Pegawai pada Balai Pemasyarakatan Kelas I Bandung dalam mendukung pelaksanaan agenda reformasi birokrasi. Hasil penelitian ini mengimplikasikan bahwa dalam mendukung keberhasilan Reformasi Birokrasi di Balai Pemasyarakatan Kelas I Bandung, pihak manajemen perlu memprioritaskan peningkatan standar etika kerja dan digitalisasi sistem pelayanan guna memicu optimalisasi kinerja pegawai secara berkelanjutan.
OPTIMIZING EMPLOYEE PERFORMANCE THROUGH WORKLOAD MANAGEMENT AND WORK-LIFE BALANCE IN THE ERA OF DIGITAL COMPETITION Tri Priyanto; Deden Sutisna
Journal of Economic, Bussines and Accounting (COSTING) Vol. 8 No. 4 (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/pv6jwz94

Abstract

This study aims to analyze the influence of workload and work-life balance on employee performance, both partially and simultaneously, at PT Media Merdeka Network Semarang. The background of the study is based on the decline in company performance indicated by the trend of declining revenue and employee complaints about the high workload and imbalance between work and personal life. The method used is a quantitative approach with descriptive and verification techniques. Data were collected through distributing questionnaires to 88 respondents and analyzed using multiple linear regression, t-test, F-test, and multicollinearity test. The results of the analysis show that workload has a positive and significant influence on employee performance (coefficient value 0.550; sig. <0.05), as well as work-life balance which also has a positive and significant influence (coefficient value 0.493; sig. <0.05). Simultaneously, these two variables explain the variability of employee performance by 96.3% (R² = 0.963). This indicates that proportional workload management and effective implementation of work-life balance are crucial factors in improving employee productivity and performance. The implications of this research point to the need for adaptive managerial policies, including fair workload management, flexible working hours, employee welfare support, and the development of an objective and comprehensive performance evaluation system.
Analysis Of Compensation, Workload, And Competency On Performance Moderated By Work Culture Variables (A Study On Permanent Employees At PT XYZ, Bandung City) Irma Akbarani; Deden Sutisna
Management Studies and Entrepreneurship Journal (MSEJ) Vol. 7 No. 6 (2026): Management Studies and Entrepreneurship Journal (MSEJ)
Publisher : Yayasan Pendidikan Riset dan Pengembangan Intelektual (YRPI)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37385/7507t882

Abstract

Penelitian ini menganalisis pengaruh kompensasi, beban kerja, dan kompetensi terhadap kinerja karyawan serta menguji budaya kerja sebagai variabel moderasi pada PT XYZ Kota Bandung. Penelitian menggunakan desain kuantitatif eksplanatori dengan melibatkan seluruh populasi sebanyak 40 karyawan tetap pada kelompok manajemen/nonoperator melalui teknik sampling jenuh. Data dikumpulkan menggunakan kuesioner skala Likert lima tingkat dan dianalisis dengan Partial Least Squares Structural Equation Modeling (PLS-SEM) melalui SmartPLS 4. Setelah respesifikasi model pengukuran, seluruh konstruk memenuhi validitas konvergen (AVE = 0,504–0,609), validitas diskriminan (HTMT < 0,90), dan reliabilitas (Cronbach’s alpha = 0,835–0,956; composite reliability = 0,849–0,959). Model struktural mampu menjelaskan 51,9% variasi kinerja karyawan (R² = 0,519) dan memiliki relevansi prediktif (Q² = 0,195). Kompensasi (β = 0,303; p = 0,032), kompetensi (β = 0,287; p = 0,035), dan budaya kerja (β = 0,357; p = 0,030) berpengaruh positif dan signifikan terhadap kinerja. Beban kerja berpengaruh negatif tetapi tidak signifikan (β = −0,083; p = 0,587). Budaya kerja tidak terbukti memoderasi pengaruh kompensasi, beban kerja, maupun kompetensi terhadap kinerja. Temuan ini menunjukkan bahwa budaya kerja lebih berperan sebagai pendorong langsung kinerja daripada sebagai kondisi yang mengubah hubungan antarvariabel. Perusahaan perlu memprioritaskan keadilan kompensasi, pengembangan kompetensi berkelanjutan, dan penguatan nilai kerja yang disiplin, kolaboratif, serta berorientasi hasil.
Co-Authors Aldi Norman Anissa Trisakti Suwarman Bianca Bellarina Carolina Apriliyantia Cucu Hodijah Cucu Hodijah Erwin Firdaus Firdaus, Erwin Irma Akbarani Irvan Setiawan Kurniadi, Wandi Lilis Yuaningsih Lilis Yuaningsih Mahmud Mahmud Maman Suratman Maman Suratman Maria, Santi Mariana F, R.Adjeng Mariana Rachmawati Nina Nurani Nurani, Nina Nurul Hermina Prasetio Febiantono Saputra R.Adjeng Mariana F Santi Maria Septian Permana Putra Suganda, Uce Karna Suharno Pawirosumarto Tina Dwi Rubianti Tri Priyanto Wandi Kurniadi Widyanasari Shelawaty Yenny Maya Dora Yuaningsih, Lilis Zulman Ramdhani