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All Journal JEB17 : Jurnal Ekonomi dan Bisnis Lire journal (journal of linguistics and literature Dinamika Governance : Jurnal Ilmu Administrasi Negara Diklat Review : Jurnal manajemen pendidikan dan pelatihan Bisman (Bisnis dan Manajemen): The Journal of Business and Management International Journal of Applied Finance and Business Studies International Journal of Humanities Education and Social Sciences JDEP (Jurnal Dinamika Ekonomi Pembangunan) Asian Journal of Management Analytics Jurnal Pengabdian Masyarakat Bhinneka Jurnal Manajemen Bisnis Kewirausahaan Eastasouth Journal of Positive Community Services Jurnal Multidisiplin West Science Jurnal Pengabdian West Science Jurnal Ekonomi Manajemen Akuntansi Jurnal Abdimas Indonesia Kegiatan Positif : Jurnal Hasil Karya Pengabdian Masyarakat Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah Jurnal Intelek Insan Cendikia International Journal of Economics, Business and Innovation Research Jurnal Ekonomi, Manajemen, Akuntansi JIMEK Optimal: Jurnal Ekonomi dan Manajemen
Agus Purbo Widodo
Universitas Teknologi Surabaya
Religion Agriculture, Biological Sciences & Forestry Arts Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Health Professions Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Public Health Social Sciences Other

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Analisis Manajemen Strategis pada PDAM Surya Sembada Kota Surabaya Endri Haryati; Agus Purbo Widodo; Gogi Kurniawan
Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah Vol. 7 No. 1 (2025): Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah
Publisher : Intitut Agama Islam Nasional Laa Roiba Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47467/alkharaj.v7i1.5488

Abstract

Management is a series of processes that include planning, organizing, implementing, supervising, evaluating and controlling activities in order to empower all organizational/company resources, both human resource capital, financial capital, materials (land, natural resources or raw materials), and technology optimally to achieve organizational/company goals. A grand strategy is a general plan consisting of major steps taken by a company to achieve long-term goals. There are three types of grand strategies, namely growth, diversification, stability, and retrenchment. In their efforts to survive, develop, and make a profit, entrepreneurs carry out a marketing mix. Marketers can use a service marketing mix, which is an evolution of the goods marketing mix, to determine the service features they will offer to customers. Marketing includes actions that are useful for creating, developing, and distributing goods made according to the demands of prospective buyers based on the ability to make goods. PDAM Surya Sembada Surabaya, based in Surabaya, East Java, is one of the most reliable and leading regional drinking water companies in Indonesia to date. This company has been established since 1976 and is owned by the Surabaya City Government. The strategy creation at PDAM Surya Sembada Surabaya, in the form of a discount on the cost of installing new house line connections applies to all groups of household customers, including business customers, real estate customers, general social customers, and special social customers. Pipe renewal is a product. PDAM wants to replace or repair pipes that are currently operating. This must be done because the current pipes have been operating since 1980. PDAM Surya Sembada wants to keep up with the times by launching a Network Product—Customer Information Service (CIS). With CIS, the people of Surabaya can carry out administrative activities related to water affairs such as recording meters, filing complaints, and adding new lists without having to come to the PDAM office. PDAM Surya Sembada wants to keep up with the times by launching a Network Product—Customer Information Service (CIS). With CIS, the people of Surabaya can carry out administrative activities related to water affairs such as recording meters, filing complaints, and adding new lists without having to come to the PDAM office.
Pengaruh Person Organization Fit Dan Komitmen Organisasi Terhadap Organizational Citizenship Behavior di PT Kereta Api Indonesia (PERSERO) Endri Haryati; Agus Purbo Widodo
Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah Vol. 7 No. 3 (2025): Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah
Publisher : Intitut Agama Islam Nasional Laa Roiba Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47467/alkharaj.v7i3.7347

Abstract

Person-organization fit is defined as the alignment between the values of the organization and the values of the individual. Person-organization fit refers to the compatibility of an employee with their organization. Person-organization fit has been defined in various ways, including value congruence, goal congruence, and the match between employee needs. Organizational commitment is defined as an employee's attachment to a particular organization, its goals, and their desire to maintain membership within the organization. Citizenship Behavior (OCB) is a term used for employees who provide added value to their assigned tasks as well as additional benefits to the company. PT Kereta Api Indonesia (Persero), hereinafter abbreviated as KAI or "the Company," is a State-Owned Enterprise that provides, manages, and oversees rail transportation services in Indonesia. Based on the results of analysis and discussion, this study uses Path Diagrams and Hypothesis Testing with the Partial Least Squares (PLS) method using the SmartPLS 3.0 program. The Path Diagram is used to visualize the influence pathways between variables in the research. The validity test results show that the indicators for each variable have a loading factor greater than 0.7, confirming the validity of these indicators in measuring Person-organization Fit (P-O fit), organizational commitment, and organizational citizenship behavior. Additionally, convergent validity was evaluated using the Average Variance Extracted (AVE), where all research variables had AVE values above 0.5. The reliability of the indicators was also confirmed to be high, with Cronbach's Alpha and Composite Reliability values for each variable exceeding 0.6 and 0.7, respectively. Structural Model Evaluation shows that the variable organizational citizenship behavior is explained by 14.9% through the variables Person-organization Fit (P-O fit) and organizational commitment. The hypothesis test results indicate that Person-organization Fit (P-O fit) and organizational commitment significantly influence organizational citizenship behavior among employees of PT. Kereta Api Indonesia (PERSERO), with a p-value of 0.011 < 0.05. Based on these conclusions, it is recommended to include additional independent variables in future research to broaden the understanding of the Organizational Citizenship Behavior variable, which in this study was only explained by 26.6%. Thus, this study provides significant contributions to understanding the relationship between Person-organization Fit (P-O fit), organizational commitment, and organizational citizenship behavior among employees of PT. Kereta Api Indonesia (PERSERO), while offering suggestions for further development in future research.
Penguatan Pendidikan Karakter melalui Internalisasi Nilai-Nilai Pancasila Menuju Generasi Emas Indonesia Hardika Prayudi Styawan; Ady Setiawan; Agus Purbo Widodo
Jurnal Pengabdian Masyarakat Bhinneka Vol. 4 No. 4 (2026): Juli
Publisher : Bhinneka Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58266/jpmb.v4i4.1304

Abstract

Pancasila memiliki peran strategis sebagai dasar negara dan pedoman pembentukan karakter generasi muda melalui pendidikan. Tantangan globalisasi, digitalisasi, intoleransi, dan degradasi moral menuntut penguatan nilai-nilai Pancasila secara berkelanjutan. Kegiatan pengabdian kepada masyarakat ini bertujuan meningkatkan pemahaman pendidik, mahasiswa, dan masyarakat mengenai implementasi nilai Pancasila dalam pendidikan. Metode pelaksanaan meliputi ceramah ilmiah, diskusi interaktif, refleksi, dan evaluasi peserta. Hasil kegiatan menunjukkan peningkatan pemahaman peserta mengenai nilai Ketuhanan, Kemanusiaan, Persatuan, Demokrasi, dan Keadilan Sosial dalam praktik pendidikan. Peserta juga menunjukkan antusiasme tinggi terhadap penguatan karakter, nasionalisme, dan Profil Pelajar Pancasila. Kegiatan ini membuktikan bahwa webinar efektif sebagai media edukasi publik dalam membangun kesadaran kebangsaan serta mendukung terwujudnya Generasi Emas Indonesia.
Evaluasi Pengembangan Skema Sertifikasi Kompetensi Public Speaking: Perspektif Penilaian Eksternal dan Peningkatan Mutu Hardika Prayudi Styawan; Agus Purbo Widodo; Ady Setiawan
EKOMA : Jurnal Ekonomi, Manajemen, Akuntansi Vol. 5 No. 4: Mei 2026
Publisher : CV. Ulil Albab Corp

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56799/ekoma.v5i4.16440

Abstract

Penelitian ini bertujuan untuk menganalisis hasil penilaian eksternal oleh Komite Akreditasi Nasional (KAN) terhadap pengembangan skema sertifikasi kompetensi Public Speaking pada lembaga sertifikasi person, serta mengevaluasi efektivitas tindakan perbaikan yang dilakukan. Penelitian menggunakan pendekatan kualitatif deskriptif dengan sumber data primer berupa dokumen temuan asesmen lapangan dari KAN. Hasil penelitian menunjukkan bahwa terdapat beberapa ketidaksesuaian yang bersifat konseptual, teknis, dan operasional, khususnya terkait kompetensi asesor, validitas metode asesmen, pengaturan sarana prasarana, inklusivitas peserta, serta reliabilitas materi uji kompetensi (MUK). Temuan paling krusial adalah ketidakmampuan metode ujian tulis dalam mengukur kompetensi afektif dan psikomotor dalam public speaking. Lembaga telah melakukan tindakan koreksi dan korektif, seperti penambahan ujian praktik, penguatan standar kompetensi asesor, serta perbaikan sistem evaluasi. Penelitian ini menegaskan bahwa penilaian eksternal memiliki peran strategis dalam meningkatkan kualitas skema sertifikasi melalui identifikasi gap implementasi dan penguatan sistem berbasis mutu.
Peran Mediasi Customer Satisfaction Pada Pengaruh Service Quality, Dan Social Media Marketing Terhadap Loyalitas Pelanggan Pada PT Mega Prakarsa Engineering Indonesia Achmad Fanani Yunianto; Agus Purbo Widodo; Heri Sudarsono
OPTIMAL Jurnal Ekonomi dan Manajemen Vol. 5 No. 1 (2025): Jurnal Ekonomi dan Manajemen
Publisher : Lembaga Pengembangan Kinerja Dosen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/optimal.v5i1.6016

Abstract

This research was conducted at PT. Mega Prakarsa Engineering Indonesia involving 153 respondents as customer representatives. The purpose of this study was to determine the role of mediation of customer satisfaction on the influence of service quality and social media marketing on customer loyalty. The results showed that service quality has a significant effect on customer satisfaction. Social media marketing has a significant effect on customer satisfaction. Service quality has a significant effect on customer loyalty. Social media marketing has a significant effect on customer loyalty. Customer satisfaction has a significant effect on customer loyalty. Service quality has a significant effect on customer loyalty through customer satisfaction. Social media marketing has a significant effect on customer loyalty through customer satisfaction.
Analisis Fashion Involvement dan Hedonic Shopping Motivation Serta Pengaruhnya Terhadap Inflasi dan Impulsive Buying pada E-commerce Shopee Williyanto Sakunab; Agus Purbo Widodo; Heri Sudarsono
OPTIMAL Jurnal Ekonomi dan Manajemen Vol. 5 No. 3 (2025): Jurnal Ekonomi dan Manajemen
Publisher : Lembaga Pengembangan Kinerja Dosen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/optimal.v5i3.7205

Abstract

This study aims to explore the impact of Fashion Involvement and Hedonic Shopping Motivation on Impulsive Buying, with Inflation positioned as a mediating factor, within the framework of Shopee's e-commerce environment. The research is motivated by the growing digital shopping trend, particularly in fashion consumption among students, which is suspected to affect price dynamics and drive spontaneous purchasing behavior. Data were gathered through questionnaires distributed to 150 students from Universitas Teknologi Surabaya who are active Shopee users. The data were analyzed using Structural Equation Modeling (SEM) with AMOS software support.Fashion Involvement and Hedonic Shopping Motivation significantly influence inflation, particularly in the context of fashion consumption on the Shopee e-commerce platform. Inflation directly contributes to Impulsive Buying behavior, as shifts in actual or perceived prices generate psychological pressure that accelerates unplanned purchasing decisions. While Fashion Involvement and hedonic motives do not directly affect Impulsive Buying, they exert an indirect influence through inflation as a mediating variable.
Komitmen Organisasi, Iklim Organisasi, dan Disiplin Kerja sebagai Faktor Penentu Kinerja Pegawai dalam Pencapaian Tujuan Organisasi Deny Gita Bagus Rahadi; Agus Purbo Widodo; Aloysius Jondar
OPTIMAL Jurnal Ekonomi dan Manajemen Vol. 5 No. 4 (2025): Desember OPTIMAL: Jurnal Ekonomi dan Manajemen
Publisher : Lembaga Pengembangan Kinerja Dosen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/optimal.v5i4.7758

Abstract

This study aims to analyze the impact of organizational commitment, organizational climate, and work discipline on employee performance. The research was conducted at the Library and Archives Office of Surabaya City, involving 85 employees as respondents. The analysis approach used is quantitative, with multiple linear regression and hypothesis testing to examine the relationship between the three independent variables and employee performance as the dependent variable. The results show that, simultaneously, the three variables—organizational commitment, organizational climate, and work discipline—have a positive and significant effect on employee performance. This indicates that if the organization can enhance employee commitment, create a supportive organizational climate, and encourage high work discipline, employee performance will improve. This finding aligns with the theory that employee performance is heavily influenced by internal factors such as motivation, work environment, and individual attitudes in performing their tasks. Individually, each of the three variables also has a positive and significant effect on employee performance. High organizational commitment can motivate employees to perform better and increase their loyalty to the organization. A good organizational climate, where employees feel valued and empowered, can boost their work enthusiasm and creativity. Meanwhile, high work discipline ensures that employees can work effectively, efficiently, and according to established standards. This discipline also ensures that employees follow existing rules and take responsibility for their work outcomes. Overall, this study indicates that organizational commitment, organizational climate, and work discipline are crucial factors in improving employee performance. Therefore, organizational management needs to create an environment that supports and strengthens these three factors to achieve optimal performance.
Mediasi Stres Kerja pada Pengaruh Beban Kerja dan Lingkungan Kerja terhadap Kinerja Tenaga Kesehatan Puskesmas di Wilayah Kerja Kabupaten Lumajang Endang Silatur Rominingsih; Agus Purbo Widodo; Aloysius Jondar
OPTIMAL Jurnal Ekonomi dan Manajemen Vol. 5 No. 4 (2025): Desember OPTIMAL: Jurnal Ekonomi dan Manajemen
Publisher : Lembaga Pengembangan Kinerja Dosen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/optimal.v5i4.7759

Abstract

This study aims to analyze the mediating role of work stress in the relationship between workload and work environment on the performance of medical personnel in community health centers. This study involved 158 health workers in community health centers spread across the working area of the Lumajang Regency Health Office as respondents. The main objective of this study was to identify whether work stress can mediate the relationship between workload and work environment on the performance of medical personnel. Workload and work environment are expected to have a significant impact on work stress and the performance of medical personnel. Based on the research findings, workload does not have a significant effect on work stress. This indicates that although health workers face diverse workloads, it does not directly affect their stress levels. Conversely, the work environment has been shown to have a negative influence on work stress. Poor work environment conditions, such as inadequate facilities, inefficient systems, or poor interpersonal relationships, can increase the stress levels of health workers, which in turn affects their performance. Furthermore, this study also found that workload does not show a significant effect on health workers' performance. This indicates that the performance of medical personnel in community health centers is not entirely influenced by the amount of workload they bear. However, the work environment significantly influences the performance of community health center employees. Better work conditions, both in terms of facilities and relationships between colleagues, can improve the performance of medical personnel, while a poor work environment can decrease their productivity. These findings provide important insights into the importance of creating a supportive work environment for medical personnel to enhance their performance.
Analisis Dampak Motivasi, Lingkungan Kerja, Kedisiplinan, dan Pengembangan Karir Terhadap Kepuasan Kerja Karyawan di PT. Prima Alloy Steel Universal Tbk. Edwin Budi Christanto; Agus Purbo Widodo; Aloysius Jondar
OPTIMAL Jurnal Ekonomi dan Manajemen Vol. 5 No. 4 (2025): Desember OPTIMAL: Jurnal Ekonomi dan Manajemen
Publisher : Lembaga Pengembangan Kinerja Dosen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/optimal.v5i4.7889

Abstract

This study was conducted to measure the extent to which work motivation, work environment conditions, discipline, and career development influence job satisfaction, both collectively and individually, among employees of PT. Prima Paduan Baja Universal Tbk. This study used a quantitative approach, with data collected through questionnaires from 100 permanent employees. Data analysis was conducted using multiple linear regression to assess the impact of independent variables on job satisfaction as the dependent variable. The results of the study published that, collectively, motivation, work environment, discipline, and career development have a significant influence on the level of job satisfaction. Meanwhile, separately, each independent variable also shows a positive and significant influence; with the work environment as the most influential factor, followed by motivation. These findings highlight the importance of strategically managing motivational aspects, work atmosphere, discipline, and career development to improve employee satisfaction and performance. Therefore, companies are advised to implement human resource management policies that are adaptive, comprehensive, and focused on employee development. In addition, the coefficient of determination analysis shows that these four factors are able to explain 38.7% of the variation in job satisfaction among employees. Furthermore, the results of this study also provide insight for company management regarding areas that need attention in improving employee welfare. While all four factors have significant influence, maintaining a positive work environment, including meeting employees' physical and psychological needs, is crucial, as it can create a more conducive atmosphere for productivity. High motivation and clear career development can also increase employee engagement and commitment to the company. Therefore, companies need to continuously issue and improve policies related to the work environment, discipline, and career development opportunities to ensure sustainable job satisfaction and long-term performance improvement.
Systematic Literature Review: Peran Machine Learning dalam Manajemen Sumber Daya Manusia Agus Purbo Widodo; Ady Setiawan
OPTIMAL Jurnal Ekonomi dan Manajemen Vol. 5 No. 4 (2025): Desember OPTIMAL: Jurnal Ekonomi dan Manajemen
Publisher : Lembaga Pengembangan Kinerja Dosen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/optimal.v5i4.8089

Abstract

The Industrial Revolution 4.0 has driven the integration of technology across various sectors, including the application of machine learning (ML) in Human Resource Management (HRM). This technology offers significant potential for improving the efficiency and effectiveness of HR management. This study, conducted using a systematic literature review (SLR), aims to examine the potential, driving and inhibiting factors, and impact of machine learning implementation in HRM. The results show that the application of ML in HRM offers significant benefits, including accelerating and improving the accuracy of the recruitment process, predicting employee turnover rates, providing appropriate training recommendations for employees, and evaluating and personalizing HR performance. Machine learning also plays a role in supporting more informed strategic decision-making. Factors driving ML implementation include the need for accurate decision-making, processing large amounts of data, and higher operational efficiency. However, several challenges hinder its implementation, such as data privacy and security concerns, potential bias in algorithms, high implementation costs, and corporate cultural resistance to change. Despite these challenges, the positive impact of machine learning implementation is significant, particularly in transforming the role of HRD to become more strategic, increasing efficiency and accuracy, and accelerating the completion of administrative work. However, the application of this technology also carries risks, such as data privacy breaches, discrimination due to algorithmic bias, and resistance within corporate cultures that hinder the adoption of new technologies. Therefore, while machine learning offers significant potential, its implementation in HR must be undertaken cautiously, with proper risk management to maximize its benefits and minimize potential negative impacts.
Co-Authors Achmad Fanani Yunianto Ady Setiawan Ady Setiawan Agung Pribadhi Ahmad Yusuf Aloysius Jondar Aloysius Jondar Arlisa Indriawati Artalia, Puput Bagus D, I Made Bambang Irawan Budiyanto Budiyanto Christina Wulansari Deny Gita Bagus Rahadi Dody Yanuar S. W Edwin Budi Christanto Endang Silatur Rominingsih Endri Hariyati Endri Haryati Endri Haryati Endri Haryati Fachrudy Asj'ari Fahlevi, Mohammad Feryzal Gogi Kurniawan Hardika Prayudi Styawan Haryati, Endri Heri Sudarsono Heri Sudarsono Johan de Fretes Jondar, Aloysius Jondar, Aloysius Kadarisman Kadarisman Khayu Rahmi Kurniawati, Ririn Laleat, Yoram Oddang Lukman Hakim Lukman Hakim Lukman Hakim M. Sujudi Manuel Aristo S Mardianto, Totok Mardiyanto, Totok Muhammad Sujud Mustofa, Agus Novie Noordiana R.Y Novie Noordiana Rachma Yulia Palupi , Yaladriya Raras Pramudito, Bagus Puput Artalia Rochana, Wahyu Soedarsono, Heri Styawan, Hardika Prayudi Suhermin Sujudi, Muhammad Susanto Susanto Susanto Susanto Teguh Setiawan Wibowo Teguh Setiawan Wibowo Tristati, Imelda Inka Wahyu Fahmi Rizaldy Wahyu Rochana Wibowo, Teguh Setiawan Widodo, Teguh Setiawan Williyanto Sakunab Wira Yudha Alam Yanti Rahayuningsih Yuliyanto , Yofi