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All Journal ETIKONOMI PROSIDING SEMINAR NASIONAL JDM (Jurnal Dinamika Manajemen) Gadjah Mada International Journal of Business Among Makarti JBTI : Jurnal Bisnis : Teori dan Implementasi Jurnal Ekonomi Pembangunan: Kajian Masalah Ekonomi dan Pembangunan Benefit: Jurnal Manajemen dan Bisnis Riset Akuntansi dan Keuangan Indonesia Jurnal Ekonika : Jurnal Ekonomi Universitas Kadiri Jurnal Ekonomi dan Bisnis Journal of Economic, Bussines and Accounting (COSTING) DIJB (Diponegoro International Journal of Business) Economac: Jurnal Ilmiah Ilmu Ekonomi SEIKO : Journal of Management & Business Jurnal Muara Ilmu Ekonomi dan Bisnis JURNAL LENTERA BISNIS Jurnal Manajemen Dirgantara Journal of Enterprise and Development (JED) Community Engagement and Emergence Journal (CEEJ) Management Studies and Entrepreneurship Journal (MSEJ) Jurnal Ilmiah Manajemen Kesatuan Infotech: Jurnal Informatika & Teknologi JEBDEKER: Jurnal Ekonomi, Manajemen, Akuntansi, Bisnis Digital, Ekonomi Kreatif, Entrepreneur Jurnal Bina Bangsa Ekonomika Proceedings Series on Social Sciences & Humanities International Journal of Management Science and Information Technology (IJMSIT) Journal of Comprehensive Science Journal of Accounting and Finance Management (JAFM) Proceeding ISETH (International Summit on Science, Technology, and Humanity) Urecol Journal. Part B: Economics and Business Prosiding University Research Colloquium Journal of Economics and Social Sciences Innovative: Journal Of Social Science Research Paradoks : Jurnal Ilmu Ekonomi Science and Education Journal IIJSE Jurnal Sistem Informasi dan Manajemen Majapahit Journal of Islamic Finance dan Management El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam Majapahit Journal of Islamic Finance dan Management Riset Akuntansi dan Keuangan Indonesia JER Journal of Ekonomics, Finance, and Management Studies Fundamental and Applied Management Journal
Jati Waskito
Fakultas Ekonomi Universitas Muhammadiyah Surakarta
Religion Agriculture, Biological Sciences & Forestry Arts Humanities Civil Engineering, Building, Construction & Architecture Computer Science & IT Control & Systems Engineering Decision Sciences, Operations Research & Management 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 Library & Information Science Materials Science & Nanotechnology Medicine & Pharmacology Public Health Social Sciences Transportation Other

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Pengaruh Kompensasi dan Jam Kerja terhadap Kinerja Karyawan dengan Komitmen Organisasi sebagai Variabel Mediasi pada Perusahaan Manufaktur di Kabupaten Sragen Yuni Aulia Anjar Sari; Jati Waskito
Community Engagement and Emergence Journal (CEEJ) Vol. 6 No. 1 (2025): 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.v7i1.9958

Abstract

Studi ini menelaah pengaruh kompensasi dan durasi kerja terhadap performa pegawai, dengan komitmen organisasi sebagai variabel mediasi, di sektor manufaktur Kabupaten Sragen. Pendekatan kuantitatif diterapkan pada seluruh populasi staf, dengan sampel purposive. Instrumen berupa kuesioner Likert lima skala mengukur kompensasi, jam kerja (independen), performa pegawai (dependen), dan komitmen organisasi (mediator). Analisis melibatkan uji validitas, reliabilitas, asumsi klasik, regresi linier berganda, serta mediasi via SmartPLS. Hasil menunjukkan: kompensasi tidak berdampak signifikan terhadap performa, sementara jam kerja berpengaruh positif signifikan; kompensasi signifikan meningkatkan komitmen organisasi, sedangkan jam kerja tidak; komitmen organisasi terbukti mendorong performa pegawai secara signifikan. Temuan menekankan urgensi pengelolaan jam kerja yang efisien dan skema kompensasi yang adil untuk memaksimalkan kinerja melalui penguatan komitmen organisasi.
Pengaruh Kecemasan Karier dan Dukungan Sosial Terhadap Kepercayaan Diri Mencari Kerja Pada Fresh Graduate Dengan Regulasi Emosi Sebagai Variabel Permediasi Saddam Jauhar Dliyaul Asyfa; Jati Waskito
Science and Education Journal (SICEDU) Vol 5 No 2 (2026): Science and Education Journal 2026
Publisher : LPPM Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/sicedu.v5i2.316

Abstract

This study aims to analyze the effects of career anxiety and social support on job search self-efficacy among fresh graduates of the Faculty of Economics and Business, Universitas Muhammadiyah Surakarta (FEB UMS), graduating in 2023–2025, with emotion regulation serving as a mediating variable. This research employed a quantitative approach using a survey method. Data were collected through a closed-ended Likert-scale questionnaire administered to 110 respondents selected through purposive sampling. Data analysis was conducted using Structural Equation Modeling-Partial Least Squares (SEM-PLS) with SmartPLS 4.0. The findings revealed that career anxiety had a negative and significant effect on both emotion regulation and job search self-efficacy. In contrast, social support had a positive and significant effect on emotion regulation and job search self-efficacy. Emotion regulation was also found to have a positive and significant effect on job search self-efficacy. Furthermore, emotion regulation partially mediated the effects of career anxiety and social support on job search self-efficacy. The research model explained 52.1% of the variance in job search self-efficacy. The implications of this study highlight the importance of strengthening career support services, enhancing social support, and providing emotion regulation training to improve the psychological readiness of fresh graduates in entering the labor market
Extending UTAUT2 to Explain Household Waste Management Behavior: The Moderating Role of Environmental Concern Nani Irma Susanti; Jati Waskito; Kussudyarsana
Fundamental and Applied Management Journal Vol. 4 No. 2 (2026): June
Publisher : Global Research Collaboration

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.66314/famj.v4i2.738

Abstract

Household waste management represents a critical challenge alongside rapid urbanization in Indonesia. This study examines household waste management behavior by utilizing an extended Unified Theory of Acceptance and Use of Technology 2 (UTAUT2) framework. A quantitative explanatory approach was deployed through a survey of 100 household respondents in Joglo Subdistrict, Surakarta. Data analysis was executed via Partial Least Squares Structural Equation Modeling (PLS-SEM), through which behavioral intention was found to be significantly determined by all five primary constructs. The hierarchy of these predictors, from most to least dominant, is social influence, performance expectancy, effort expectancy, habit, and facilitating conditions. Additionally, a significant path was identified from behavioral intention to actual daily waste sorting practices. Regarding the moderating role of environmental concern, the results indicate partial moderation. While the links from facilitating conditions to intention and from intention to actual use are significantly amplified, the pathway between habit and intention remains unaffected. The limitations of this inquiry lie in its localized sample and cross sectional nature. Consequently, this research provides localized empirical insights into pro-environmental behavior models within a specific community context rather than broad theoretical generalizations. These preliminary findings offer a useful baseline reference for local authorities to design targeted waste management counseling and sustainable training programs in developing regions with similar socio cultural characteristics.
The Determinant of Employee's Performance: A Systematic Literature Review Alean Kistiani Hegy Suryana; Jati Waskito; K Kussudyarsana
Proceeding ISETH (International Summit on Science, Technology, and Humanity) 2025: Proceeding ISETH (International Summit on Science, Technology, and Humanity)
Publisher : Universitas Muhammadiyah Surakarta

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

Abstract

The purpose of this study is to analyze the determinants of employee performance. The methods used in this study are the PRISMA (Preferred Reporting Items for Systematic Review and Meta-Analysis) method and Bibliometric Analysis using Vosviewer. The data source was obtained from Scopus for the period 2015-2025. Based on the results of the literature that has been reviewed with the search results for "determinant of employee performance" , 941 journals were found. Then data filtering was carried out using the PRISMA method so that 49 papers were included in the category. Of the 49 articles that have been obtained using the PRISMA SLR Analysis, 10 journals will be selected that have the highest number of citations. The results of the study say that employee performance is influenced by a combination of individual and external factors. The main determinants that affect employee performance include self-efficacy, person-job fit, motivation, training and development, interactional fairness, employee well-being, effective leadership, and external crises. These factors work together to influence how well employees can perform their duties and contribute to the organization's goals.
Job Crafting and Role Ambiguity in Adaptive Performance: The Parallel Mediating Roles of Self-Efficacy and Resilience Among Indonesian Educators Azam Makarim; Muzakar Isa; Jati Waskito
International Journal of Management Science and Information Technology Vol. 6 No. 2 (2026): July - December 2026
Publisher : Lembaga Komunitas Informasi Teknologi Aceh (KITA), Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35870/ijmsit.v6i2.7390

Abstract

The increasing complexity of Islamic educational institutions requires educators and educational staff to demonstrate a high level of adaptability in responding to changing organizational demands and overlapping job roles. This study tests a dual parallel mediation model, in which self-efficacy and resilience act as mediators in the relationship between job crafting, role ambiguity, and adaptive performance. The study aims to address the lack of empirical evidence regarding the psychological mechanisms underlying adaptive performance among educators and educational staff in Islamic educational institutions in Indonesia. Employing an explanatory, cross-sectional quantitative design, this study gathered data through a structured survey completed by 152 PTK members drawn purposively from six private Islamic schools in Polokarto Sub-district, Sukoharjo Regency. Data analysis was conducted using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS 4 software. The results indicate that job crafting has a positive and significant effect on self-efficacy, resilience, and adaptive performance. Conversely, role ambiguity had a direct negative effect on adaptive performance, while its indirect effects via self-efficacy and resilience were not found to be significant. Furthermore, self-efficacy and resilience fully mediated the relationship between job crafting and adaptive performance, with resilience emerging as the strongest mediator (f² = 0.368). This study contributes to the development of the literature by integrating Social Cognitive Theory and the Job Demands–Resources Model into a single conceptual framework, while also affirming the central role of psychological resources in enhancing adaptive performance within the context of Islamic educational institutions in non-Western countries. Practically, educational institutions are advised to strengthen job crafting practices, improve role clarity, and develop programs to enhance psychological resources. For future research, it is recommended that researchers adopt a longitudinal design and include a wider variety of educational institutions, so that the findings can be generalized more broadly.
Pengaruh Green Hrm Terhadap Kinerja Lingkungan Dengan Kepuasan Kerja Dan Komitmen Karyawan Sebagai Variabel Intervening Erninda Hanna Pratiwi; Jati Waskito
SEIKO : Journal of Management & Business Vol 9, No 1
Publisher : Program Pascasarjana STIE Amkop Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37531/sejaman.v9i1.10443

Abstract

Penelitian ini bertujuan untuk mengevaluasi pengaruh Manajemen Sumber Daya Manusia Hijau (GHRM) terhadap kinerja lingkungan, dengan kepuasan kerja dan komitmen karyawan bertindak sebagai faktor penengah dalam PDAM Grobogan. Pendekatan penelitian kuantitatif digunakan, yang melibatkan distribusi kuesioner ke sampel 150 responden, diikuti dengan analisis menggunakan SEM-PLS. Hasil penelitian menunjukkan bahwa GHRM memiliki efek positif dan signifikan secara statistik terhadap kepuasan kerja, komitmen karyawan, dan kinerja lingkungan. Selain itu, telah ditunjukkan bahwa kepuasan dan komitmen karyawan berfungsi sebagai mediator dalam hubungan antara GHRM dan kinerja lingkungan. Temuan ini menguatkan gagasan bahwa penerapan kebijakan SDM yang sadar lingkungan tidak hanya meningkatkan kinerja organisasi secara langsung tetapi juga secara tidak langsung dengan memperkuat keselarasan psikologis karyawan dengan prinsip-prinsip keberlanjutan.
The Impact of Workforce Capability Development and Competitive Compensation Incentives on Workplace Commitment Mediated by Work Engagement at CV. Ayo Usaha Yunita Qomariyah; Jati Waskito
SEIKO : Journal of Management & Business Vol 9, No 1
Publisher : Program Pascasarjana STIE Amkop Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37531/sejaman.v9i1.10856

Abstract

This research investigates the influence of workforce capability enhancement and competitive remuneration incentives on employee commitment, with work engagement functioning as a mediating variable within the staff of CV. Ayo Usaha. A quantitative research methodology utilizing a causal design was adopted. Primary data were gathered via a questionnaire survey targeting 120 permanent employees and were analyzed using Partial Least Squares–Structural Equation Modeling (PLS-SEM). The results reveal that workforce capability enhancement and competitive remuneration incentives significantly and positively impact work engagement and employee commitment. Additionally, work engagement serves as a significant mediator in the relationship between both independent variables and workplace commitment. These findings underscore the critical role of employee capability enhancement and equitable compensation structures in promoting work engagement and reinforcing organizational commitment.
Pengaruh Stres Kerja dan Work Life Balance Terhadap Loyalitas Karyawan Pada PT. Bumi Suksesindo Dengan Kepuasan Kerja Sebagai Pemediasi Annora Puspita Arifin; Jati Waskito
Community Engagement and Emergence Journal (CEEJ) Vol. 6 No. 6 (2025): 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.v6i6.9693

Abstract

Penelitian ini bertujuan mengkaji bagaimana stres kerja serta keseimbangan antara tuntutan pekerjaan dan kehidupan pribadi berperan dalam membentuk loyalitas karyawan di PT Bumi Suksesindo, dengan kepuasan kerja diposisikan sebagai variabel mediasi. Studi ini menggunakan pendekatan kuantitatif dengan desain kausal-relasional untuk menelusuri keterkaitan antarvariabel secara sistematis. Data diperoleh melalui penyebaran kuesioner berskala Likert lima poin kepada karyawan yang dipilih secara purposive, yaitu mereka yang telah bekerja sekurang-kurangnya satu tahun. Stres kerja dipahami sebagai kondisi ketika beban atau ekspektasi pekerjaan melebihi kemampuan individu sehingga memengaruhi aspek emosional, kognitif, dan fisik. Sementara itu, work-life balance menggambarkan kemampuan pekerja dalam menjaga proporsi yang serasi antara komitmen profesional dan kebutuhan personal. Tahapan analisis mencakup statistik deskriptif, uji validitas dan reliabilitas, evaluasi asumsi klasik, serta pengolahan model melalui SEM menggunakan SmartPLS. Temuan penelitian menunjukkan bahwa stres kerja tidak memberikan pengaruh signifikan terhadap kepuasan maupun loyalitas karyawan. Sebaliknya, keseimbangan kerja–hidup terbukti meningkatkan kepuasan kerja secara signifikan, yang pada gilirannya mendorong loyalitas karyawan. Meskipun jumlah responden relatif kecil (50 orang), studi ini menegaskan urgensi penciptaan lingkungan kerja yang mendukung, strategi pengelolaan stres yang efektif, serta praktik keseimbangan kerja–hidup untuk memperkuat loyalitas tenaga kerja.
Pengaruh Kepemimpinan Transformasional dan Person Organizational Fit Terhadap Innovative Work Behavior Yang Dimediasi Oleh Knowledge Sharing Behavior Pada CV. Nuansa Kayu Bekas Di Sragen Veronika Maharani; Jati Waskito
Community Engagement and Emergence Journal (CEEJ) Vol. 6 No. 6 (2025): 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.v6i6.9719

Abstract

Studi ini memfokuskan analisisnya pada bagaimana gaya kepemimpinan yang berorientasi transformasi serta tingkat keselarasan nilai antara karyawan dan organisasi mampu menstimulasi munculnya perilaku kerja inovatif di lingkungan CV. Nuansa Kayu Bekas, Kalijambe, Sragen. Mekanisme pertukaran pengetahuan ditempatkan sebagai jalur perantara yang diharapkan memperkuat pengaruh kedua variabel utama tersebut. Pendekatan kuantitatif dengan paradigma eksplanatori digunakan dalam riset ini, melibatkan seluruh tenaga kerja perusahaan sebagai populasi. Teknik penarikan sampel sensus berbasis kecukupan indikator menghasilkan partisipasi 100 responden. Instrumen survei dikirimkan melalui platform daring, kemudian data dianalisis memakai PLS-SEM melalui perangkat lunak SmartPLS 4.0. Temuan empiris menunjukkan bahwa baik kepemimpinan transformasional maupun person–organization fit memberi kontribusi positif dan signifikan terhadap meningkatnya inovasi dalam pekerjaan, baik secara langsung maupun dengan bantuan proses berbagi pengetahuan sebagai mediator. Implikasi dari hasil tersebut menegaskan bahwa kemampuan pemimpin dalam menciptakan inspirasi serta kesesuaian nilai antara individu dan perusahaan merupakan fondasi bagi terciptanya budaya inovatif. Penelitian ini memberi landasan strategis bagi praktik manajemen sumber daya manusia dalam mengakselerasi kinerja inovasi melalui penguatan kepemimpinan dan optimalisasi arus pengetahuan.
Pengaruh Ethical Leadership Dan Work Environment Terhadap Turnover Intention Yang Dimediasi Oleh Person Job Fit Pada PT Pos Indonesia (Persero) Kantor Cabang Utama Solo Amalia Fasha Nur Swastika; Jati Waskito
Management Studies and Entrepreneurship Journal (MSEJ) Vol. 7 No. 1 (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/msej.v7i1.9877

Abstract

Studi ini menelusuri relasi ethical leadership dan work environment terhadap turnover intention, dengan person job fit sebagai mediator, pada PT Pos Indonesia (Persero) KCU Solo. Pendekatan kuantitatif digunakan melalui kuesioner berskala Likert yang disebarkan kepada karyawan dengan masa kerja minimal satu tahun, sehingga diperoleh 85 responden yang memenuhi kriteria purposive sampling. Instrumen terdiri dari 20 indikator yang mengukur empat variabel utama, Analisis empiris dijalankan melalui SMART-PLS 4.0 dengan penelusuran simultan pada outer inner architecture. Output inferensial memperlihatkan bahwa ethical leadership serta work environment memicu eskalasi yang bermakna secara statistik pada turnover intention dan person–job fit. Sebaliknya, person job fit gagal menunjukkan daya jelajah signifikan terhadap turnover intention dan tidak berfungsi sebagai kanal mediasi bagi pengaruh ethical leadership maupun work environment. Implikasi temuan ini menegaskan bahwa intensifikasi kualitas kepemimpinan dan atmosfer kerja tidak otomatis mereduksi niat keluar karyawan melalui mekanisme kesepadanan kerja. Penelitian selanjutnya disarankan memperluas variabel serta melibatkan sampel lintas industri agar hasil lebih komprehensif dan dapat digeneralisasikan.
Co-Authors Achmad Yusuf Prasetyo Adhitya Kuncoro Mukti Adiyono M Adyansyah, Wafiyuddin Afianto, Rifai Apriture Agus Nugroho Agus Nugroho, Agus Ahmad Ikhwan Setiawan, Ahmad Ikhwan Akhmad Ihwan Setiawan Alean Kistiani Hegy Suryana Alesandria, Zelina Cindy Amalia Fasha Nur Swastika Angellia, Anggi Anisya Cahyaningrum Annora Puspita Arifin Anton Agus Setyawan Aprilianty, Estyana Puspita Aqshal, Muhammad Raihan Arifin, Annora Puspita Asri Laksmi Riani Asri Laksmi Riani Ayuandira, Ririn Azam Makarim Banu Witono C Chuzaimah Cahyo, Ilham Nur Cantika, Ikeke Bunga Choirunnisa, Bella A. Chuzaimah Chuzaimah Chuzaimah Chuzaimah, Chuzaimah Dewangga Aji Wardana Edy Purwo Saputro Eka Vina Damayanti Eka Wahyuni Erninda Hanna Pratiwi Estri Nastiti Estyana Puspita Aprilianty Farid Wajdi Fitri Amalia Gramitha Sofiardhani Hanifah, Nisa Hari Wujoso Hari Wujoso Haryo Herlambang Bagus Aditya Hasna Zhafira Ikeke Bunga Cantika Ilham Nur Cahyo Imel Nabila Putri Imronudin Imronudin Imronudin Imronudin Imronudin, I Intan Diah Maharamah Irmawati Irmawati Irmawati Irmawati Joko Suyono Jufendri Kussudyarsana Liandra Bunaiyya, Farkhan Lukman Hakim Luthfan Naufal Ghozali M, Adiyono M. Farid Wajdi M. Farid Wajdi Maharani, Veronika Maulida Purwani Chusna Mirzam Arqy Ahmadi MUGI HARSONO Mugi Harsono Mulatta, Devayasmin Salsabila Muzakar Isa Nabil, Prinanda Abiyyu Nani Irma Susanti Nani Irma Susanti Novel Idris Abas Novi Fitriani Novi Galuh Pratiwi, Windi Nur Achmad Nurma Isnawati Nurmadani, Poppy Tensa Pramesti , Diesyana Ajeng Putri, Windy Annisa Ravisa Viningka Selsa Gitaya Rifai Apriture Afianto Rini Kuswati Ririn Ayuandira Rizky Marsha Febriyanti Rizqi Muhammad Sholeh Rosyidi, Deangga Yusuf Roza Aulina Hidayat Saddam Jauhar Dliyaul Asyfa Sahidi, Rosyid Saputra, M. Rafikhansa Dzaky Sari, Ella Ayu Puspita Sari, Yuni Aulia Anjar Satria Yudha Pratama Setiawan, Akhmad Ihwan Shinta Wahyuningtyas Shoxrux Ulugbekovich, Ibragimov Soepatini Sofiardhani, Gramitha Solly Aryza Suyono, Joko Syafiqo, Ebida Inas Syakira, Aqila Jihan Syihabuddin, Muhammad Utama, Anas Dwi Veronika Maharani Wahyono Wahyono Wahyono Wahyono Wahyono, W Winda Linansya Yulfan Arif Nurohman Yuni Aulia Anjar Sari Yunita Qomariyah Zelina Cindy Alesandria Zhafira, Hasna Zulfa Irawati, Zulfa