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PENGARUH WORK LIFE BALANCE DAN MOTIVASI TERHADAP LOYALITAS KARYAWAN DENGAN KEPUASAN KERJA SEBAGAI VARIABEL MEDIASI PADA PT SIMS JAYA KALTIM Suyudi, Akhmad; Khan, Ryan Basith Fasih
Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik Vol. 12 No. 1 (2025): Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi, dan Pelayanan Publ
Publisher : Universitas Bina Taruna Gorontalo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37606/publik.v12i1.1653

This study aims to analyze the effect of work life balance and work motivation on employee loyalty with job satisfaction as a mediating variable at PT SIMS Jaya Kaltim, involving all company employees with a sample of 194 respondents. Human resources (HR) have an important role in determining the progress of a company. Employee loyalty is one indicator of superior HR quality, which is influenced by work life balance, work motivation, and job satisfaction. The results showed that work life balance has a positive and significant effect on job satisfaction and employee loyalty. Work motivation also has a positive and significant influence on job satisfaction and loyalty. In addition, work life balance and work motivation are proven to influence employee loyalty through job satisfaction as a mediating variable. This research confirms that work-life balance, as well as the provision of appropriate work motivation, is very important in increasing employee satisfaction and loyalty, which in turn can support the progress of the company.

Evaluating Ihsan Behavior, Work Engagement, Job Performance With Employee Well-Being As A Mediator Ryan Basith Fasih Khan; Aisyah Nur Rahmadini; Dena Maulidi Hannana
Istithmar Vol. 8 No. 2 (2024): Istithmar : Jurnal Studi Ekonomi Syariah
Publisher : Program Studi Ekonomi Syariah Fakultas Ekonomi dan Bisnis Islam Universitas Islam Negeri Syekh Wasil Kediri

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30762/istithmar.v8i2.1566

This study examines the relationship between organizational Ihsan Behavior, Work Engagement, and Job Performance, with Employee Well-Being as a mediator. The cross-sectional study investigates organizational dynamics under constant change. According to the research, Ihsan Behavior significantly affects employee work engagement. This strengthens our understanding of Ihsan Behavior's impact on employee work performance and the need for organizational practices that support it. The study also helps explain the mediating role of Employee Well-Being in Ihsan Behavior and Work Engagement. These insights aid in analyzing employee engagement elements. This research shows that emphasizing employee well-being and fostering strong interpersonal interactions among colleagues is crucial for creating a workplace culture that supports employee engagement and long-term organizational performance. Firms can use this research's methodology to achieve their business goals and cultivate a workplace culture committed to their success.

PERAN MODERASI DAN MEDIASI PERILAKU INOVASI: HUBUNGAN ANTARA KEPEMIMPINAN AMBIDEXTROUS, BUDAYA ORGANISASI DAN IKLIM INOVASI ORGANISASI Khan, Ryan Basith Fasih; Mardliyah, Imayatin; Salsabila, Aqila; Fitriah, Aida
Modus Vol. 37 No. 1 (2025): VOL 37 NO 1 (2025)
Publisher : Faculty of Business and Economics Universitas Atma Jaya Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24002/modus.v37i1.10120

This study aims to explain how ambidextrous leadership affects innovative behaviour, organisational innovation climate, and organisational culture at workplace environment on employees. A survey of 167 employees in Malang, East Java was carried out to understand this phenomenon. This study uses quantitative approach, and data were collected from employees in the services industry by using partial least square method. The results show that ambidextrous leadership, which involves idea development and realisation simultaneously, significantly affects employees’ innovative behaviour. Ambidextrous leadership effectively allows employees to develop new ideas and encourages them to be more innovative and to contribute to the competitiveness of the organisation more sustainably in the long term. Organisational culture does not have a significant moderating effect. The mediating effects of organisational innovation climate, ambidextrous leadership transmission on innovative behaviour are found, and have an indirect effect through their ability to improve organisational innovation climate. Keywords: ambidextrous leadership; organisational culture; organisational innovation climate; innovation behaviour. Penelitian ini menjelaskan bagaimana ambidextrous leadership memengaruhi perilaku inovasi, iklim inovasi organisasi, dan budaya organisasi di lingkungan kerja bagi karyawan. Penelitian ini dilakukan dengan menyurvei 167 karyawan di Malang, Jawa Timur, Indonesia, untuk memahami fenomena ini. Penelitian ini menggunakan desain penelitian kuantitatif, data survei yang dikumpulkan dari karyawan di industri jasa, dan pendekatan metode partial least square. Hasilnya, ambidextrous leadership, yang melibatkan pengembangan ide dan realisasi ide secara bersamaan, berdampak signifikan pada perilaku inovatif karyawan. Model kepemimpinan ambidextrous leadership secara efektif memberi karyawan ruang untuk mengembangkan ide-ide baru, yang mendorong karyawan untuk terlibat dalam perilaku yang lebih inovatif dan berkontribusi positif terhadap kemajuan dan daya saing organisasi dalam jangka panjang dan keberlanjutan. Peran moderasi budaya organisasi tidak secara signifikan memengaruhi variabel yang diteliti dan perilaku inovasi. Peran mediasi iklim inovasi organisasi, transmisi ambidextrous leadership pada perilaku inovatif karyawan dan berdampak secara tidak langsung melalui kemampuannya untuk menumbuhkan iklim organisasi yang inovatif. Kata kunci: ambidextrous leadership; budaya organisasi; iklim inovasi organisasi; perilaku inovasi.

Organizational Justice and Employee Cynicism: Can Trust Mediate? Khan, Ryan Basith Fasih; Firmansyah, Bagas Adi
Jurnal Minds: Manajemen Ide dan Inspirasi Vol 11 No 1 (2024): June
Publisher : Management Department, Universitas Islam Negeri Alauddin Makassar, Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24252/minds.v11i1.41781

This study examines how employee cynicism, characterized by negativity, skepticism, and distrust, can hinder productivity and organizational success. To understand this phenomenon in public organizations, we surveyed 163 public servants in East Java, Indonesia. We analyzed the data across different organizational sizes, performance levels, and strategic goals using an exploratory-based structural-equation model. Our findings reveal three key points. First, employees experience less cynicism when they perceive fairness, equality, and transparency in the workplace, highlighting the importance of organizational justice. Second, employee trust acts as a protective factor, further reducing cynicism. Finally, employee trust mediates the relationship between organizational justice and cynicism, suggesting that fostering trust strengthens the link between fair treatment and positive employee attitudes. These results emphasize the importance of staff departments and leadership promoting both organizational fairness and trust to create a healthier and more productive work environment.

Workforce Diversity Impact on Civil Servant's Performance: Motivation and Commitment as Mediator Hannana, Dena Maulidi; Khan, Ryan Basith Fasih
Jurnal Manajemen dan Inovasi (MANOVA) Vol. 7 No. 1 (2024): January
Publisher : Management Department, Faculty of Islamic Economics and Business, Universitas Islam Negeri Sunan Ampel Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15642/manova.v7i1.1626

This research aims to determine the impact of workforce diversity on employee performance by using work motivation and organizational commitment as mediating variables in State Civil Service Employees in Batu City. This research method uses a quantitative approach using the Explanatory Research method, which aims to explain the position of the variables that have been investigated and the relationship between one variable and other variables. Samples were taken using saturated sampling techniques, and data collection was carried out by distributing questionnaires online via Google Forms. The data analysis technique uses the Partial Least Square method using Smart PLS 4.0 Software. The research shows that workforce diversity is considered capable of positively and significantly influencing employee performance. This research also provides an understanding of the role of Work Motivation and Organizational Commitment as Mediating Variables in the relationship between Workforce Diversity and Employee Performance. This research confirms that workforce diversity has been managed well through various programs prepared inclusively, providing awards, recognition, and fair treatment. This aims to ensure that the needs of each employee can be met without discrimination and exceptions.

Exploring the Role of Family Support and Flexible Working Arrangement in Retaining Grab Drivers: A Fresh Perspective from Malang City Rifqi, Ahmad; Khan, Ryan Basith Fasih
Jurnal Ilmiah Sumber Daya Manusia Vol 8 No 3 (2025): JENIUS (Jurnal Ilmiah Sumber Daya Manusia)
Publisher : Universitas Pamulang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32493/JJSDM.v8i3.45507

This study examines the influence of family support and flexible working arrangements on driver retention within the gig economy, specifically focusing on Grab drivers in Malang, Indonesia. A quantitative survey of 400 drivers was conducted to collect data, which was then analyzed using multiple linear regression. Results indicate that family support significantly positively impacts driver retention, providing emotional stability and motivation. While flexible working arrangements alone did not significantly affect retention, they complement family support in fostering work-life balance. These findings contribute to the growing body of research on the gig economy by highlighting the importance of both social and organizational factors in driving employee retention. The study offers practical implications for platform companies seeking to enhance driver satisfaction and reduce turnover.

Influence of Transformational Leadership and Organizational Support on Employee Performance, with Employee Engagement as a Mediating Variabel Aisyah Nur Rahmadini; Ryan Basith Fasih Khan
El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam Vol. 5 No. 6 (2024): El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam
Publisher : Intitut Agama Islam Nasional Laa Roiba Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47467/elmal.v5i6.1932

This study aims to determine the effect of transformational leadership and organizational support on employee performance, which is mediated by employee involvement in the educational staff of Maulana Malik Ibrahim State Islamic University Malang. research methods using quantitative methods. The data used in the study are primary data and secondary data. Sampling technique using purposive sampling. The sample studied in this study were 100 respondents who were employees of the Public Service Agency of UIN Malang. Based on the hypothesis testing conducted, it can be concluded that transformational leadership has a positive and significant impact on employee performance. In addition, transformational leadership also has a positive and significant effect on employee engagement. Organizational support, although it has an insignificant negative effect on employee performance, has a positive and significant impact on employee engagement. Employee engagement itself has a positive and significant influence on employee performance. As a mediator, employee engagement strengthens the positive and significant relationship between transformational leadership and organizational support with employee performance in the educational staff of UIN Malang.

Pengaruh Budaya Organisasi dan Komitmen Organisasi Terhadap Kinerja Karyawan Melalui Organizational Citizenship Behavior pada Savana Hotel & Convention Malang Dinda Cahya Imana; Ryan Basith Fasih Khan
El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam Vol. 5 No. 9 (2024): El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam
Publisher : Intitut Agama Islam Nasional Laa Roiba Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47467/elmal.v5i9.2600

This research aims to examine the variables that influence employee performance and their influence on service sector employees at Savana Hotel and Convention Malang. The type of research used is quantitative with an explanatory approach. Primary data in this study used a questionnaire which was distributed using a questionnaire sheet. The population in this study were employees of the Savana Hotel and Convention Malang and a sample of 100 respondents. Using the Partial Least Square (PLS) analysis method 4. Based on the research results, it shows that the variables of organizational culture and organizational commitment have a significant effect on employee performance at the Savana Hotel and Convention. And the organizational citizenship behavior (OCB) variable is able to mediate organizational culture and organizational commitment on employee performance for Savana Hotel and Convention employees. It can be concluded that if organizational culture improves it will support the formation of organizational commitment then these two variables will encourage high levels of organizational citizenship behavior (OCB), this is usually called employee loyalty, this will increase employee performance.

The Effect of Coworker Support and Work Environment on Turnover Intention Through Work Motivation in Gen Y and Z Workers in Malang City Gimnatyar Ganda Wijaya; Ryan Basith Fasih Khan
Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah Vol. 6 No. 5 (2024): 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.v6i5.1986

This study aims to determine the effect of Coworker Support and Work Environment on Turnover Intention by mediating Work Motivation among Generation Y and Z workers in Malang City. The research uses quantitative techniques. The total population in this study was 452,435 people. The sampling technique in this study used the Hair et al. formula nx5, so 160 respondents were obtained. This study uses the Partial Least Square (PLS) data analysis method using Smart- PLS software version 3.0. The results showed that Coworker support has no effect on turnover intention, the work environment has a positive and significant impact on turnover intention, coworker support has a positive and significant effect on work motivation, the work environment has no impact on work motivation, work motivation can mediate the relationship between coworker support and turnover intention, and work motivation is not able to mediate the relationship between work environment and turnover intention in gen y and z workers in Malang City.

PERAN MODERASI DAN MEDIASI PERILAKU INOVASI: HUBUNGAN ANTARA KEPEMIMPINAN AMBIDEXTROUS, BUDAYA ORGANISASI DAN IKLIM INOVASI ORGANISASI Khan, Ryan Basith Fasih; Mardliyah, Imayatin; Salsabila, Aqila; Fitriah, Aida
Modus Vol. 37 No. 1 (2025): VOL 37 NO 1 (2025)
Publisher : Faculty of Business and Economics Universitas Atma Jaya Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24002/modus.v37i1.10120

This study aims to explain how ambidextrous leadership affects innovative behaviour, organisational innovation climate, and organisational culture at workplace environment on employees. A survey of 167 employees in Malang, East Java was carried out to understand this phenomenon. This study uses quantitative approach, and data were collected from employees in the services industry by using partial least square method. The results show that ambidextrous leadership, which involves idea development and realisation simultaneously, significantly affects employees’ innovative behaviour. Ambidextrous leadership effectively allows employees to develop new ideas and encourages them to be more innovative and to contribute to the competitiveness of the organisation more sustainably in the long term. Organisational culture does not have a significant moderating effect. The mediating effects of organisational innovation climate, ambidextrous leadership transmission on innovative behaviour are found, and have an indirect effect through their ability to improve organisational innovation climate. Keywords: ambidextrous leadership; organisational culture; organisational innovation climate; innovation behaviour. Penelitian ini menjelaskan bagaimana ambidextrous leadership memengaruhi perilaku inovasi, iklim inovasi organisasi, dan budaya organisasi di lingkungan kerja bagi karyawan. Penelitian ini dilakukan dengan menyurvei 167 karyawan di Malang, Jawa Timur, Indonesia, untuk memahami fenomena ini. Penelitian ini menggunakan desain penelitian kuantitatif, data survei yang dikumpulkan dari karyawan di industri jasa, dan pendekatan metode partial least square. Hasilnya, ambidextrous leadership, yang melibatkan pengembangan ide dan realisasi ide secara bersamaan, berdampak signifikan pada perilaku inovatif karyawan. Model kepemimpinan ambidextrous leadership secara efektif memberi karyawan ruang untuk mengembangkan ide-ide baru, yang mendorong karyawan untuk terlibat dalam perilaku yang lebih inovatif dan berkontribusi positif terhadap kemajuan dan daya saing organisasi dalam jangka panjang dan keberlanjutan. Peran moderasi budaya organisasi tidak secara signifikan memengaruhi variabel yang diteliti dan perilaku inovasi. Peran mediasi iklim inovasi organisasi, transmisi ambidextrous leadership pada perilaku inovatif karyawan dan berdampak secara tidak langsung melalui kemampuannya untuk menumbuhkan iklim organisasi yang inovatif. Kata kunci: ambidextrous leadership; budaya organisasi; iklim inovasi organisasi; perilaku inovasi.

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