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All Journal Sains: Jurnal Manajemen dan Bisnis Jurnal Abdimas BSI: Jurnal Pengabdian Kepada Masyarakat Equilibrium: Jurnal Ilmiah Ekonomi, Manajemen dan Akuntansi Inovasi : Jurnal Ekonomi, Keuangan, dan Manajemen JURNAL MANAJEMEN Journal of Social Science International Journal of Business, Economics, and Social Development Interdisciplinary Social Studies Jurnal Ekonomi Telaah Bisnis International Journal of Humanities Education and Social Sciences Journal of Management and Digital Business Jurnal Ekonomi, Bisnis dan Manajemen Jurnal Inspirasi Binsis dan Manajemen Indonesian Journal of Islamic Economics and Finance Journal Research of Social Science, Economics, and Management Indonesian Journal Economic Review (IJER) Journal of Social Science Jurnal Terapan Ekonomi dan Bisnis (JTEB) IIJSE Danadyaksa: Post Modern Economy Journal Asian Journal of Management, Entrepreneurship and Social Science Jurnal Ekonomi, Manajemen, Akuntansi
Siti Maryam
Universitas Swadaya Gunung Jati
Religion Humanities Chemistry Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Immunology & microbiology Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Materials Science & Nanotechnology Physics Public Health Social Sciences Other

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The Influence of Transformational Leadership, Organizational Culture, and Job Satisfaction on Organizational Citizenship Behavior Risya Nazhira Rahma; Betria Betria; Siti Maryam; Sandi Nasrudin Wibowo
Journal of Social Science Vol. 6 No. 2 (2025): Journal of Social Science
Publisher : Syntax Corporation Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

This study aims to analyze the influence of transformational leadership, organizational culture, and job satisfaction on Organizational Citizenship Behavior (OCB) among employees of PERUMDA PDAM Tirta Giri Nata, Cirebon City. Using a quantitative research design, data were collected through questionnaires from a sample of 115 respondents selected via the Slovin formula from a population of 160 employees. The study employed SPSS version 25 for data analysis, including validity and reliability testing, classical assumption tests, multiple regression analysis, and hypothesis testing. The findings revealed that transformational leadership, organizational culture, and job satisfaction each have a significant and positive effect on OCB. Simultaneously, these three variables together explained 70.9% of the variance in OCB. The implications suggest that strong transformational leadership, a supportive organizational culture, and high levels of job satisfaction significantly enhance employees’ voluntary and constructive behaviors that go beyond formal job requirements. The novelty of this research lies in its integrated model that simultaneously assesses the effects of these three antecedents, expanding on prior studies which often examined these variables in isolation or through mediators. The study contributes practical insights for human resource management in government-owned utility companies by identifying key psychological and organizational levers for improving citizenship behaviors. Future research should explore mediating factors such as psychological empowerment or organizational commitment and apply this model in different organizational and cultural settings to enhance generalizability.
Improving Employee Performance: Analysis of the Influence of Organizational Culture, Organizational Citizenship Behavior (OCB), and Work Ethic Tiara Maharani; Mega Ayu Noviyanti; Siti Maryam
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 8 No 1 (2025): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v8i1.6949

Abstract

In the face of increasingly fierce global competition, organizations are required to implement systems that involve Organizational Culture, Organizational Citizenship Behavior (OCB), and the Work Ethic of employees to improve their performance. This is certainly an urgency for companies to implement effective strategies to strengthen employee engagement as a key factor in creating a competitive advantage. This study aims to analyze the influence of Organizational Culture, Organizational Citizenship Behavior (OCB), and Work Ethic on Employee Performance. This approach uses a quantitative approach with a sewing division employee population of 892 employees. Sampling was carried out using purposive sampling, so that a total of 276 employees were obtained. The results of the analysis show that Organizational Culture, Organizational Citizenship Behavior (OCB), and Work Ethic have a significant influence on Employee Performance. This means that a good Organizational Culture provides clarity in instructing its tasks, even though collaboration between divisions still needs to be improved. A high OCB reflects the positive behavior of employees in helping others and contributing to an organization. In addition, a strong work ethic is able to support employees to work hard and be committed to the company.
The Influence of Work Stress, Incentives, and Motivation on the Performance of Shopeefood Drivers in Cirebon Yoan Ardiansyah; Nihayatun Nabila; Siti Maryam
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 8 No 3 (2025): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v8i3.6997

Abstract

This study aims to analyze the effect of work stress, incentives, and motivation on the performance of ShopeeFood drivers in Cirebon. A quantitative method with an associative approach was used in this study, with 138 drivers as the sample. Data were collected through questionnaires and analyzed without explicitly displaying statistical results. The results showed that job stress has a negative impact on driver performance, while incentives and motivation have a positive and significant effect. Simultaneously, these three variables contributed 52.1% to driver performance, indicating that these factors are very important in improving their performance. This study has limitations in terms of area coverage and limited sample. Therefore, further research is recommended to examine other factors that can affect driver performance more broadly.
Impact of Digital Adaptability and Work-Life Balance on Performance at Bank SMBC Cirebon Rizki Fatullah; Siti Maryam
International Journal Of Humanities Education and Social Sciences (IJHESS) Vol 5 No 6 (2026): IJHESS JUNE 2026
Publisher : CV. AFDIFAL MAJU BERKAH

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55227/ijhess.v5i6.2300

Abstract

This study aims to analyze the impact of digital adaptability and work-life balance on employee performance at PT Bank SMBC Area Cirebon. It seeks to understand how adapting to digital transformation and balancing professional and personal life contributes to optimizing human resource performance in the banking sector. The research employs a quantitative associative method with a survey approach. Primary data were collected directly through questionnaires distributed to 105 employees using a saturated sampling or census technique. Furthermore, the data were analyzed using multiple linear regression, including validity, reliability, and classical assumption tests, to determine the partial and simultaneous effects of the independent variables. The findings indicate that digital adaptability and work-life balance significantly influence employee performance. The adjusted R-square value shows that these variables contribute 53.8% to the variance in employee performance. In conclusion, higher digital adaptability and a balanced work-life dynamic lead to increased productivity and service quality. Practically, optimizing this performance supports the efficiency of financial intermediation, facilitating faster and more accurate financial access for MSMEs and individuals, thereby fostering a conducive environment for sustainable regional economic development and financial stability in the digital transformation era.
Dinamika kepuasan dan stres kerja dalam memicu turnover intention karyawan studi pada industri pabrik sepatu di Cirebon Alya Qoiri Gucella; Siti Maryam
Journal of Management and Digital Business Vol. 6 No. 2 (2026): Journal of Management and Digital Business
Publisher : Nur Science Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53088/jmdb.v6i2.3011

Abstract

This study investigates the effects of job satisfaction and work stress on turnover intention among production employees at a shoe manufacturing company in Cirebon, West Java, Indonesia. A quantitative approach was employed by collecting primary data through questionnaires that had been tested for validity and reliability and distributing them to 100 production employees. Multiple linear regression analysis was used to examine the relationships between variables. The results indicate that job satisfaction has a significant negative effect on turnover intention, while work stress has a significant positive effect. Simultaneously, both variables explain a substantial proportion of the variance in employees’ turnover intention, with work stress identified as the more dominant variable. These findings highlight the importance of managing work stress and improving job satisfaction as key strategies to reduce turnover intention in labor-intensive manufacturing sectors. Practically, this study provides evidence-based recommendations for shoe factory management in Cirebon to design effective employee retention programs by addressing psychological factors and improving the quality of the work environment. This study contributes by enriching the empirical evidence on turnover intention in the shoe manufacturing industry in Cirebon, a topic that remains relatively underexplored in the existing literature.
The Influence of Autocratic Leadership Style and Work Motivation on Turnover Intention in Shoe Factories in Cirebon Abdurrokhim Abdurrokhim; Siti Maryam
Interdisciplinary Social Studies Vol. 5 No. 3 (2026): Interdisciplinary Social Studies
Publisher : International Journal Labs

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55324/iss.v5i3.1098

Abstract

This study aims to analyze the influence of autocratic leadership style and work motivation on turnover intention in shoe factory employees in Cirebon. The high rate of employee turnover is a phenomenon that needs to be studied more deeply, especially in relation to leadership practices and work motivation levels. This study used a quantitative method, involving selected production employees using the total sampling technique. Data collection was carried out through an online questionnaire measured by the Likert scale, and analyzed using multiple linear regression. The results of the study showed that autocratic leadership style had a positive and significant effect on turnover intention, which means that the higher the level of autocratic leadership, the higher the employee's intention to leave. Work motivation has a negative and significant effect on turnover intention, which shows that the higher the work motivation, the lower the turnover intention. Simultaneously, autocratic leadership styles and work motivation have a significant effect on turnover intention. This study confirms that the transformation of leadership styles towards a more participatory approach and increased work motivation is an important strategy in reducing employee turnover intention in the manufacturing industry.
The Impact of Emotional Intelligence and Self-Efficacy on Employee Performance Through Organizational Citizenship Behavior: A Case Study of PDAM Tirta Jati Cirebon Suci Fitriani; Syifa Zuhriyah; Siti Maryam
International Journal of Business, Economics, and Social Development Vol. 6 No. 2 (2025): International Journal of Business, Economics, and Social Development (IJBESD)
Publisher : Rescollacom (Research Collaborations Community)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.46336/ijbesd.v6i2.917

Abstract

This study aims to analyze the effect of emotional intelligence and self-efficacy on employee performance of PDAM Tirta Jati Cirebon Regency, with Organizational Citizenship Behavior (OCB) as a mediating variable. In the midst of increasingly fierce global competition, human resource development is the key for companies to stay ahead. Employee performance is influenced by internal factors such as emotional intelligence and self-efficacy, as well as external factors such as OCB. This research uses a quantitative approach with a causal associative method. Data were collected through questionnaires with 180 respondents and employee interviews selected by simple random sampling from a total of 325 employees. The results showed that emotional intelligence and self-efficacy have a significant effect on employee performance, and OCB acts as a significant mediating variable. Developing emotional intelligence and increasing self-efficacy are important to improve OCB, which in turn will contribute to overall employee performance.
The Effect of Punishment and Supervision on Work Discipline of Employees of The Cirebon City Regional Secretariat Salsabila Rizqy Fatihah; Siti Maryam
International Journal of Business, Economics, and Social Development Vol. 7 No. 3 (2026): International Journal of Business, Economics, and Social Development (IJBESD)
Publisher : Rescollacom (Research Collaborations Community)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.46336/ijbesd.v7i3.1228

Abstract

This study examines the influence of punishment and supervision on employee work discipline at the Cirebon City Regional Secretariat. Work discipline represents a critical behavioral dimension in public organizations, as it directly relates to compliance with regulations, punctuality, responsibility, and overall organizational effectiveness. Empirical observations indicated persistent disciplinary challenges, including delays in reporting and suboptimal adherence to administrative procedures. A quantitative associative approach was employed to analyze the relationships among variables. Data were collected through questionnaires distributed to 120 employees selected using simple random sampling. Instrument validity and reliability tests confirmed that all measurement items were statistically acceptable. Multiple linear regression analysis was applied to evaluate both partial and simultaneous effects. The results demonstrate that punishment has a positive and significant effect on work discipline, indicating that firm, fair, and consistent sanctions contribute to improved employee compliance and responsibility. Supervision also shows a positive and significant effect, suggesting that continuous monitoring and evaluation reinforce disciplined work behavior. Simultaneously, punishment and supervision significantly influence work discipline, highlighting their complementary roles as corrective and preventive managerial mechanisms. The coefficient of determination reveals that both variables explain a substantial proportion of discipline variation. These findings emphasize the importance of strengthening sanction policies and supervisory practices to enhance employee discipline in public sector organizations.
Analysis of the Influence of Job Training and Work Discipline on Employee Productivity with Motivation as Moderating Variables in Rattan Manufacturing Companies Muhammad Rezqi Alifiananda Alif; Siti Maryam; Dharliana Hardjowikarto
Indonesian Journal Economic Review (IJER) Vol. 6 No. 2 (2026): June
Publisher : Divisi Riset, Lembaga Mitra Solusi Teknologi Informasi (L-MSTI)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59431/ijer.v6i2.828

Abstract

The research examines the effects of job training and work discipline on employee productivity and tests work motivation as a moderating variable in rattan manufacturing companies. A quantitative explanatory design was applied to 153 employees selected through purposive sampling. Data were gathered through structured questionnaires and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results show that job training, work discipline, and work motivation have positive and significant effects on employee productivity. Work motivation also strengthens the effects of job training and work discipline on productivity. These results suggest that training programs will produce stronger outcomes when employees receive clear direction, fair rules, and motivation that matches production demands. The findings also imply that discipline should not rely only on sanctions, since employees respond better when rules support performance, safety, and work targets. For rattan manufacturing firms, productivity improvement requires coordinated action across skill development, attendance control, task supervision, and motivation systems. Managers should design training schedules based on job needs, apply discipline consistently, and build motivation through recognition, feedback, and attainable performance targets in daily production activities.
Determinants of Employee Commitment: The Role of Organizational Culture Adaptability and Motivation in a Digital Media Firm Nadia Meiswa Nur’aulia; Siti Maryam
Indonesian Journal of Islamic Economics and Finance Vol. 6 No. 1 (2026)
Publisher : Institut Agama Islam Sunan Giri Ponorogo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37680/ijief.v6i1.9605

Abstract

This study examines the influence of organizational culture adaptability and motivation on employee commitment at CV Queensha Media Group, a digital media company operating in a highly dynamic and competitive environment. Despite extensive research on employee commitment, studies focusing on medium-sized digital media firms remain limited, particularly in the context of organizational adaptability and work motivation. Using a quantitative associative approach, data were collected from 120 employees through structured questionnaires and analyzed using Partial Least Squares–Structural Equation Modeling (PLS-SEM) with SmartPLS 4. The findings reveal that organizational culture adaptability and motivation both have a positive and significant effect on employee commitment. Motivation emerged as the strongest predictor, indicating that employees' commitment is highly influenced by both intrinsic and extrinsic motivational factors. Furthermore, the model demonstrates strong explanatory power, suggesting that organizational culture adaptability and motivation jointly play an important role in shaping employee commitment. This study contributes to the human resource management literature by extending empirical evidence from the digital media industry, a sector that has received limited scholarly attention compared to manufacturing and large-scale organizations. Practically, the findings highlight the importance of fostering a flexible organizational culture and strengthening employee motivation to sustain commitment and organizational competitiveness in rapidly changing business environments.
Co-Authors Abdurrokhim Abdurrokhim Alya Qoiri Gucella Anesta Rosa Indah Fatanshe Betria Betria Cutia Wati Derih Derih Dharliana Hardjowikarto DIva Fauziah Erlando Selsep Gumelar Fahmi Fathul Huda Farah Fadila Fitriyah Fitriyah Frisca Natasya Hilmi Fajriansyah Lisa Harry Sulistiyowati Lissa Harry Sulistiyowati Mega Ayu Noviyanti Muhamad Alfiyan Januar Muhammad Rezqi Alifiananda Alif Nadia Meiswa Nur’aulia Nihayatun Nabila Noveria Susijawati Pelangi Ceria Alami Peni Apitasari Riska Ameliya Risya Nazhira Rahma Rizki Fatullah Salsabila Rizqy Fatihah Sandi Nasrudin Wibowo Sandi Nasrudin Wibowo Shinta Novriani Siska Ernawati Fatimah Suci Fitriani Syifa Zuhriyah Tiara Maharani Tifanie Deviana Ariyanti Wike Roharyani Yoan Ardiansyah Yodi Rudiantono Yuni Nurlita