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All Journal Jurnal Bisnis dan Ekonomi Binus Business Review Jurnal Manajemen Indonesia Jurnal Mitra Manajemen Humaniora International Journal of Financial, Accounting, and Management International Journal of Economics, Business and Accounting Research (IJEBAR) JSMA (Jurnal Sains Manajemen dan Akuntansi) Jurnal Sains Manajemen dan Bisnis Indonesia Jurnal Riset Bisnis dan Manajemen Jurnal Industri Kreatif dan Kewirausahaan Jurnal Ilmiah Manajemen Kesatuan JBMR: Journal of Business and Management Review Journal of Management and Bussines (JOMB) International Journal Of Science, Technology & Management (IJSTM) Journal of Economics and Business UBS International Journal of Social Service and Research Jurnal Ekonomi Jurnal Abdi Masyarakat Indonesia Jurnal Manajemen dan Profesional Journal of Social Research Indonesian Journal of Business Analytics (IJBA) Jurnal Locus Penelitian dan Pengabdian Journal of Social Science Jurnal Indonesia Sosial Teknologi Journal Research of Social Science, Economics, and Management Jurnal Pendidikan Indonesia (Japendi) International Journal of Organizational Behavior and Policy eProceedings of Management Jurnal Pengabdian Kolaborasi dan Inovasi IPTEKS Enrichment: Journal of Multidisciplinary Research and Development INTERNATIONAL JOURNAL OF ECONOMICS AND MANAGEMENT REVIEW Indonesian Economic Review IIJSE The Eastasouth Journal of Social Science and Humanities Asian Journal of Social and Humanities International Journal of Economics, Management and Accounting Asian Journal of Management, Entrepreneurship and Social Science Cahaya Pengabdian Jurnal Bisnis dan Pemasaran Digital Dynamics Social : International Journal of Social Sciences and Communication Indonesian Journal of Management and Economic Research Riset Akuntansi dan Bisnis Indonesia Proceeding of Community Service and Engagement
Ratri Wahyuningtyas
Universitas Telkom
Aerospace Engineering Agriculture, Biological Sciences & Forestry Humanities Automotive Engineering Biochemistry, Genetics & Molecular Biology Chemical Engineering, Chemistry & Bioengineering Chemistry Civil Engineering, Building, Construction & Architecture Computer Science & IT Control & Systems Engineering Decision Sciences, Operations Research & Management Earth & Planetary Sciences Economics, Econometrics & Finance Education Electrical & Electronics Engineering Energy Engineering Environmental Science Health Professions Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Mathematics Mechanical Engineering Public Health Social Sciences Transportation Other

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The Awareness and Implementation of MBKM Program as Flexible Learning in Faculty Wahyuningtyas, Ratri; Isynuwardhana, Deannes; Rismayani, Risris; Gunawan, Indra
Humaniora: Journal of Indonesia Culture and Society Vol. 13 No. 3 (2022): Humaniora
Publisher : Bina Nusantara University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21512/humaniora.v13i3.8382

Abstract

The research discussed Merdeka Belajar-Kampus Merdeka (MBKM), an independent learning policy for universities in Indonesia issued by the Minister of Education and Culture in 2020. One highlighted policy was the right to study for students to study outside the study program for three semesters. The research intended to determine awareness and implementation of the MBKM program from students, lecturers, and education staff. The research applied a quantitative-descriptive method with a survey model. The research data and information were collected by distributing and filling out questionnaires at the Online Learning System (SPADA) of the Ministry of Education, Culture, Research, and Technology of Indonesia. The data obtained were then processed through several analytical techniques, namely descriptive statistics using rank order and text processing and analysis. The population in the research consisted of students, lecturers, and educational staff at the Faculty of Economics and Business, Telkom University. The research indicates that the level of knowledge of lecturers, students, and educational staff regarding the MBKM program is relatively high, obtained from various sources of information, including through online/offline channels from the Directorate General of Higher Education. Follow-up that needs to be done as part of continuous improvement is the need for easy access to working groups at the Ministry of Education and Culture and the importance of socializing in terms of rules and technical aspects of MBKM implementation so that activities can run more optimally.
The Effect of Compensation, Work Life Balance and Employee Well-Being on Turnover Intention at PT AAA Chusniah Chusniah; Ratri Wahyuningtyas
Journal of Social Research Vol. 4 No. 9 (2025): Journal of Social Research
Publisher : International Journal Labs

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55324/josr.v4i8.2679

Abstract

The competitive aviation industry challenges companies like PT AAA, a low-cost carrier in Indonesia, to retain loyal and stable human resources. Recently, PT AAA has faced rising employee turnover, which threatens productivity and organizational effectiveness. Key contributing factors include dissatisfaction with compensation, poor work-life balance, and declining employee well-being. This study aims to examine the influence of compensation, work-life balance, and employee well-being on turnover intention. Using a quantitative approach with 330 respondents comprising ground staff, pilots, and cabin crew data were collected via questionnaires and analyzed using SEM-PLS. The findings show that compensation (t = 7.143), work-life balance (t = 5.745), and employee well-being (t = 6.276) each have a significant negative effect on turnover intention (p < 0.05). The model’s R² value is 0.477, indicating that 47.7% of the variance in turnover intention is explained by these three variables. The study concludes that PT AAA should consistently improve its compensation structures, promote better work-life balance, and enhance employee well-being programs to reduce turnover and support sustainable organizational performance.
The Impact of Workforce Diversity and Employee Commitment on Innovation Performance Case Study: PT Taman Wisata Candi Borobudur, Prambanan, and Ratu Boko (Injourney Destination Management) Nafido Hatmaja Saktry; Ratri Wahyuningtyas
INTERNATIONAL JOURNAL OF ECONOMICS AND MANAGEMENT REVIEW Vol 3 No 3 (2025): Current issue 9
Publisher : SMARTINDO

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58765/ijemr.v3i3.280

Abstract

Purpose - This study aims to examine the influence of workforce diversity and employee commitment on innovation performance at Injourney Destination Management (IDM), a state-owned tourism enterprise in Indonesia. The research addresses how variations in demographic attributes and levels of commitment among employees contribute to innovation outcomes within the organization. Design/methodology/approach - A quantitative research method with a causal-descriptive design was applied. Data were collected through structured questionnaires distributed to 154 employees and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) via SmartPLS 4. Validity and reliability were tested through AVE, CR, and Cronbach's Alpha. Hypotheses were assessed using t-statistics and p-values. Originality -  The novelty of this study lies in its integrated assessment of workforce diversity and employee commitment as combined predictors of innovation performance in a government-owned tourism organization. Such an approach remains relatively underexplored in the context of Indonesia’s public sector tourism industry. Findings and Discussion - The results show that both workforce diversity and employee commitment significantly and positively influence innovation performance. Workforce diversity, particularly across gender, age, ethnicity, and education, was found to foster creative outputs. Meanwhile, affective and normative aspects of commitment played a key role in strengthening employee contributions to innovation. The R² value of 0.404 and Q² value of 0.357 indicate a moderate to strong explanatory and predictive relevance of the model. Conclusion - This study concludes that diversity in the workplace and strong employee commitment are critical drivers of innovation performance. The findings underscore the need for inclusive HR practices and emotional engagement strategies to optimize innovation, especially within public-sector tourism enterprises. Future research is encouraged to explore alternative constructs and employ longitudinal methods for broader generalization.  
Peningkatan Kapasitas Sumber Daya Manusia Petani Ciawi Melalui Pelatihan Manajemen Kelompok dan Literasi Digital Dematria Pringgabayu; Ratri Wahyuningtyas; Syahputra Syahputra
Cahaya Pengabdian Vol. 3 No. 1 (2026): Juni
Publisher : Apik Cahaya Ilmu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61971/cp.v3i1.306

Abstract

The development of the quality of Human Resources (HR) is a decisive factor in the modernization of the agribusiness sector in the era of digital transformation. This community service activity aims to increase the capacity of human resources of the Mukti Sadaya Organic Farmer Economic Institution (KEP) in Tasikmalaya Regency. The main problems faced by target partners include non-functional organizational structures, overlapping conventional division of labor, manual administration, and the use of devices that have not been optimized to support group productivity. The implementation method used is Participatory Capacity Building through the stages of organizational diagnosis, group management workshops, applied digital literacy training, and intensive mentoring. The results of this activity show that there is a real increase in professionalism, institutional governance and technological proficiency for 24 members of farmer groups. The benefits obtained include the realization of a systematic organizational structure, the preparation of internal Standard Operating Procedures (SOPs), and the implementation of a cloud storage-based digital administration system. The conclusion of this activity emphasizes that the integration between strengthening group internal management and mastery of digital literacy is the main foundation in creating an independent, transparent, and ready farmer organization to face modern economic dynamics.
Sustainable Business Practices and Dynamic Capabilities as Drivers of Employer Branding and Talent Acquisition & Retention Among Gen Z in Indonesia Nursakti Niko Rosandy; Ratri Wahyuningtyas
International Journal of Organizational Behavior and Policy Vol 5 No 2 (2026): JULY 2026
Publisher : Accounting Department, School of Business and Management - Universitas Kristen Petra

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.9744/ijobp.5.2.71-88

Abstract

The race to get high-quality workers or human resources is becoming increasingly difficult and competitive because Gen-Z is dominating the job market more and more. They focus more on considering a company's commitment to the sustainability of the planet adaptability skills, and the office reputation rather than just the salary. So, the author will examine the relationship between SBP, DCS, EBG, and TAR in the context of Gen Z in Indonesia using quantitative methods, with a total of 680 respondents taken from the tsurvey.id site. The data was analyzed using PLS-SEM to see the relationships between variables. The results show that both sustainable business practices and dynamic capabilities positively contribute to employer branding, although the effect of dynamic capabilities is actually bigger. Employer branding has become the key factor in boosting a company's ability to attract and retain talent. Sustainable business practices don't have a direct impact on talent acquisition and retention if they're not backed by a strong employer image. But dynamic capabilities do influence talent outcomes, both directly and indirectly. In other words, an organization's success in attracting and keeping Gen Z depends on the integration of sustainability practices, the organization's adaptive skills, and credible employer branding.
The Influence of Leadership, Motivation, and Work Environment on Employee Performance in North Sulawesi Social Service Agency Richard Edward Fitzgerald Palit; Ratri Wahyuningtyas
Jurnal Ilmiah Manajemen Kesatuan Vol. 13 No. 6 (2025): JIMKES Edisi November 2025
Publisher : LPPM Institut Bisnis dan Informatika Kesatuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37641/jimkes.v13i6.4237

Abstract

Human resources play a crucial role in achieving the performance objectives of public sector organizations. In the social service agency of North Sulawesi Province, employee performance achievement remains below that of several other regional government institutions, and multiple strategic programs have repeatedly failed to meet their targets. This situation indicates the need to evaluate internal organizational factors that may affect performance. Therefore, this study aims to analyze the influence of leadership style, work motivation, and work environment on employee performance in the agency. A quantitative explanatory method was applied, involving 90 respondents selected through purposive sampling. Data were collected using a structured questionnaire with a 5-point Likert scale and analyzed through PLS-SEM using SmartPLS, incorporating both measurement and structural model assessments. The results show that work motivation and work environment have a significant positive effect on employee performance. Leadership style has no significant effect. The model explains 54.1% of the variance in employee performance, although model fit requires improvement. These findings highlight that organizational efforts should prioritize strengthening employee motivation and creating a more supportive work environment to enhance performance within the public sector.
Employee Retention Enhancement Strategy to Reduce Turnover Rate at CV XYZ Tsurayya Az-Zahra; Ratri Wahyuningtyas
Enrichment: Journal of Multidisciplinary Research and Development Vol. 4 No. 4 (2026): Enrichment: Journal of Multidisciplinary Research and Development
Publisher : International Journal Labs

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55324/enrichment.v4i4.730

Abstract

The high employee turnover rate at the CV XYZ camping ground indicates a human resource management problem that affects organizational stability, service quality, and operational effectiveness. This research aims to identify the factors contributing to employee turnover and formulate relevant employee retention strategies. The research employs a qualitative approach using a case study method through in-depth interviews, observations, documentation, and literature reviews. The results reveal six main factors contributing to employee turnover: resistance to organizational change; leadership, communication, and supervision; integrity, discipline, and governance; work environment and organizational climate; psychological and cultural safety; and compensation and compensation fairness. The SWOT analysis indicates that the organization is positioned in the Grow and Build quadrant. This research develops nine employee retention strategies categorized into three levels of implementation: Corrective Strategies, Retention Strengthening Strategies, and Competitive Advantage Strategies. The study concludes that effective employee retention strategies should be implemented systematically through improvements in turnover-related factors, strengthening of the human resource management system, and optimization of competitive advantages. The findings are expected to provide practical guidance for CV XYZ in reducing sustainable employee turnover and serve as a reference for future research.
PENDAMPINGAN PELATIHAN PENGEMBANGAN BISNIS DIGITAL: STRATEGI PEMBERDAYAAN WIRAUSAHA MUDA Sunu Puguh Hayu Triono; Ratri Wahyuningtyas; Rian Febrian Umbara; Dwi Fitrizal Salim; Ratih R. Raihanun; Alfi Inayati
Jurnal Pengabdian Kolaborasi dan Inovasi IPTEKS Vol. 3 No. 6 (2025): Desember
Publisher : CV. Alina

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59407/jpki2.v3i6.3360

Abstract

Pengabdian ini bertujuan untuk meningkatkan pemahaman, keterampilan, dan kesiapan kewirausahaan digital siswa SMK YPPS Sumedang melalui pendampingan dan pelatihan pengembangan bisnis berbasis digital sebagai strategi pemberdayaan wirausaha muda. Metode pengabdian yang digunakan adalah pendekatan partisipatif dan aplikatif yang meliputi survei kebutuhan mitra, persiapan materi dan modul pelatihan, pelaksanaan pelatihan dan praktik langsung pengembangan bisnis digital, serta pendampingan dan evaluasi berkelanjutan melalui kuesioner dan monitoring. Hasil pengabdian menunjukkan bahwa siswa mengalami peningkatan pemahaman terhadap konsep bisnis digital, strategi pemasaran online, pemanfaatan marketplace dan e-commerce, pembuatan konten digital, serta penggunaan teknologi dalam manajemen bisnis sesuai dengan kompetensi perhotelan, tata boga, dan tata busana. Evaluasi kegiatan menunjukkan tingkat kepuasan peserta yang sangat tinggi terhadap kesesuaian materi, kejelasan penyampaian, ketepatan waktu pelaksanaan, serta kualitas pendampingan, dan peserta berharap program serupa dapat dilanjutkan. Simpulan dari kegiatan ini adalah bahwa pendampingan dan pelatihan pengembangan bisnis berbasis digital efektif dalam meningkatkan kesiapan siswa SMK YPPS Sumedang sebagai calon wirausaha muda yang adaptif terhadap transformasi digital dan berpotensi membangun usaha secara mandiri dan berkelanjutan.
Strengthening Succession Planning Strategy at PT Gag Nickel Ahlan Novia Garnasih; Ratri Wahyuningtyas
Journal Research of Social Science, Economics, and Management Vol. 5 No. 1 (2025): Journal Research of Social Science, Economics, and Management
Publisher : Publikasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59141/jrssem.v5i1.937

Abstract

Succession planning is vital for leadership continuity, yet PT Gag Nikel, an ANTAM subsidiary, faces challenges in implementing it effectively. Although a human resource system exists, succession planning at PT Gag Nikel remains reactive, unstructured, and insufficiently integrated, threatening operational sustainability. This qualitative research aims to strengthen succession planning strategy at PT Gag Nickel through analyzing current conditions and offering strategic recommendations. Data were collected via in-depth interviews, focus group discussions, observations, and document analysis, using Creswell’s model and NVivo 12. Four key informants were purposively sampled, including the Acting President Director, Director of Finance Risk Management and HR, and Human Capital staff. Key findings reveal critical issues such as the absence of a formal succession system, weak communication, and the lack of development plans linked to performance assessments. Seven strategic positions remain vacant; internal candidates fail to meet qualifications due to educational mismatches, insufficient tenure, assessment center failures, and missing competency certifications. Recommendations include establishing a structured succession system through a three-phase roadmap; developing a talent matrix based on performance and potential; implementing Individual Development Plans (IDPs) for targeted competency growth; conducting leadership training focusing on digital skills, adaptive leadership, and ESG principles; and applying KPI-based evaluations with 360-degree feedback. These strategies are essential to ensure sustainable leadership continuity and organizational resilience. This research contributes to succession planning literature within the mining sector and provides a practical framework for companies facing similar challenges in remote operations, supporting sustainable human resource development and organizational effectiveness.
The Effect of Compensation and Work Motivation on Work Discipline at the Corruption Eradication Commission Perigia Ariromas; Ratri Wahyuningtyas
Journal Research of Social Science, Economics, and Management Vol. 5 No. 6 (2026): Journal Research of Social Science, Economics, and Management
Publisher : Publikasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59141/jrssem.v5i6.1246

Abstract

This research aims to analyze the effect of compensation and work motivation on employees’ work discipline at KPK, both partially and simultaneously, as well as to describe the conditions of the three variables. This quantitative survey collected primary data from 315 KPK employees through questionnaires and analyzed them using PLS-SEM to examine variable relationships and assess model adequacy. The results indicate that compensation falls within the “good” category, while work motivation and work discipline fall within the “very high” category. The structural model testing shows that work motivation has a positive and significant effect on work discipline ( ; ) with a large effect size. Compensation also has a positive and significant effect ( ; ), although with a small effect size. The value of 0.414 indicates moderate explanatory power, meaning that 41.4% of the variance in work discipline can be explained by compensation and work motivation. This study concludes that compensation and work motivation have a positive and significant effect on employees’ work discipline at KPK, with work motivation serving as the primary determinant. The practical implications highlight the need for HR policies that emphasize both fair compensation and enhanced work motivation, achieved through competency development, career management, supportive environments, and strong leadership. Additionally, the study suggests future research should include more variables and comprehensive designs to better understand work discipline in the public sector.
Co-Authors Adelia Farhani Romadhona Adhipa Marhendra Afdol, Riyadi Agus Sugiarto Ahlan Novia Garnasih Alfi Inayati Amilia Tiarani Andrieta Shintia Dewi Anisah Firli Aprisella, Rhienta Assyfa, Shalu Zanayya Azzahra, Qonitah Azzahra, Tasya Azzahra, Vilda Aprisa Christylia Gita Fairy Lukman Chusniah Chusniah Deannes Isynuwardhana Decinta Najlaputri Dematria Pringgabayu Dillak, Vaya Juliana Dwi Fitrizal Salim Erna Resmiatini Fanni Husnul Hanifa Faradisa, Najma El Fariz Ganjar Disastra Ganjar Mohamad Disastra Girzavania Nugrita Nugroho Hanifa, Fanni Heni Martanti Imam Ali Yoda Indra Gunawan Indra Gunawan Iskandar, Panca Pratama Kemala Widya Paramita Krishna Kusumahadi Kurnia Kurnia KURNIA KURNIA, KURNIA Kyara Clarissa M. Sopian Hadianto Majidah Maria Sugiat Martanti, Heni Mochammad Iqbal Wahab Mohammad Muslih Muhammad Faqih Muhammad Muslih Nafido Hatmaja Saktry Nana Supriatna Naura Agrenia Amini Nida Nur Fauziah Nursakti Niko Rosandy Pajrudin, Putra Muhammad Perigia Ariromas Prasetyo, Iwan Putri Fariska Sugestie Putri, Selvira Nindya Ratih R. Raihanun Reksanti Raifilsa Rian Febrian Umbara Richard Edward Fitzgerald Palit Ricki Indriansyah Bagjana Rifqi, Bayu Tinarta Rika Anggraini Rina Djunita Pasaribu Risris Rismayani, Risris Rizki, Siti Nurmutia Aulia Ruslan Ruslan Satya Nastiti, Arifiana Shubita Devi Harahap, Dharma Suhal Kusairi Sunu Puguh Hayu Triono Syahputra Syahputra Ta'biul Kholiq Sarwana, Zulfi Tsurayya Az-Zahra wicky aji prabowo Widya Sastika Wilda Dwi Novan Wulansari, Agustina Zara Larasati