Articles
<![CDATA[PROFIL DAN MOTIVASI ENTREPRENEUR WANITA DI YOGYAKARTA* ]]>
<![CDATA[Indarti, Nurul]]>;
<![CDATA[Wulandaru, Diah Retno]]>
<![CDATA[ Journal of Indonesian Economy and Business Vol 18, No 4 (2003): October ]]>
Publisher : <![CDATA[Journal of Indonesian Economy and Business ]]>
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<![CDATA[This study aims to describe entrepreneurial motivation of women entrepreneurs in Yogyakarta. Previous studies paid great attention to the idea that people are motivated to use their jobs as mechanisms for satisfying their needs.Research that explored gender issue is still growing debate in the area of management. This study questions how four psychological needs influence women entrepreneurs. Survey approach was conducted to answer such research questions.This study uses 96 respondents representing 63% response rate.Findings revealed that young women entrepreneurs were strongly motivated by achieving performance, followed by affiliation, autonomy and dominance. It also showed that women entrepreneurs had lower need for affiliation and higher need for dominance than women employees had. This results imply that recognition or appreciation and adequate resources should be available to support women entrepreneurs to fulfill their needs for achievement and to exercise their leadership style.Keywords: women entrepreneur, motivation, need for achievement, need for affiliation, need for autonomy, need for dominance.]]>
<![CDATA[PROFIL DAN MOTIVASI ENTREPRENEUR WANITA DI YOGYAKARTA* ]]>
<![CDATA[Nurul Indarti]]>;
<![CDATA[Diah Retno Wulandaru]]>
<![CDATA[ Journal of Indonesian Economy and Business (JIEB) Vol 18, No 4 (2003): October ]]>
Publisher : <![CDATA[Faculty of Economics and Business, Universitas Gadjah Mada ]]>
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DOI: 10.22146/jieb.6651
<![CDATA[This study aims to describe entrepreneurial motivation of women entrepreneurs in Yogyakarta. Previous studies paid great attention to the idea that people are motivated to use their jobs as mechanisms for satisfying their needs.Research that explored gender issue is still growing debate in the area of management. This study questions how four psychological needs influence women entrepreneurs. Survey approach was conducted to answer such research questions.This study uses 96 respondents representing 63% response rate.Findings revealed that young women entrepreneurs were strongly motivated by achieving performance, followed by affiliation, autonomy and dominance. It also showed that women entrepreneurs had lower need for affiliation and higher need for dominance than women employees had. This results imply that recognition or appreciation and adequate resources should be available to support women entrepreneurs to fulfill their needs for achievement and to exercise their leadership style.Keywords: women entrepreneur, motivation, need for achievement, need for affiliation, need for autonomy, need for dominance.]]>
<![CDATA[The Effect of Stretch Goals on Destructive Leadership and Counterproductive Work Behavior in Indonesian State-Owned-Enterprises ]]>
<![CDATA[Diah Retno Wulandaru]]>;
<![CDATA[Wakhid Slamet Ciptono]]>;
<![CDATA[Ely Susanto]]>
<![CDATA[ Journal of Leadership in Organizations Vol 4, No 1 (2022): Journal of Leadership in Organizations ]]>
Publisher : <![CDATA[Universitas Gadjah Mada ]]>
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DOI: 10.22146/jlo.70140
<![CDATA[Introduction/Main Objectives: This study aims to examine the effect of stretch goals on destructive leadership with burnout as the mediating variable and then the effect of destructive leadership on counterproductive work behavior of employees with psychological capital as a moderating variable. Background Problems: The phenomenon of irregularities that occur in SOE in Indonesia is interesting to study. Deviations committed by SOE leaders in Indonesia include fraud, gratification, and data manipulation. The increase in the number of irregularities has a negative effect on organizational performance because it causes several counterproductive work behaviors in employees. Novelty: Empirical research on destructive leadership is still rare because previous research has focused only on the conceptual side. Research Methods: The design of this study used a survey with a questionnaire completed by 724 respondents who were leaders and employees. The hypothesis testing used Structural Equation Modeling (SEM). Finding/Results: The findings of this study show a positive influence of stretch goals on burnout and a positive influence of stretch goals on destructive leadership, but burnout has no mediating role in the effect of stretch goals on destructive leadership. There is no effect of perceived destructive leadership on employees’ counterproductive work behavior, but psychological capital has a moderating role in the effect of perceived destructive leadership on employees’ counterproductive work behavior. Conclusion: The practical implication of this study is that a stretch goal that is not balanced with resources can cause individuals to behave destructively even though they are at a managerial level.]]>
<![CDATA[THE INFLUENCE OF EMPLOYEE ENGAGEMENT ON TEAM PERFORMANCE MEDIATED BY EMPLOYEE COMMITMENT AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR ]]>
<![CDATA[Purnomo, Cahyo Bulan]]>;
<![CDATA[Wulandaru, Diah Retno]]>
<![CDATA[ Journal Financial, Business and Economics Vol. 1 No. 2: Journal financial, Business and Economics ]]>
Publisher : <![CDATA[Journal Financial, Business and Economics ]]>
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DOI: 10.57176/jfine.v2i1.11
<![CDATA[Penelitian ini menyelidiki pengaruh keterlibatan karyawan terhadap kinerja tim dan mengeksplorasi lebih jauh peran mediasi komitmen karyawan dan perilaku kewargaan organisasional dalam hubungan antara keterlibatan karyawan dan kinerja tim. Metode penelitian kuantitatif berbasis survei dilakukan untuk mengeksplorasi persepsi 398 karyawan yang bekerja dalam tim di Indonesia. Penelitian ini menggunakan teknik purposive sampling dalam pengumpulan data. Data yang terkumpul dianalisis menggunakan Partial Least Square-Structural Equation Modeling (PLS SEM). Temuan ini menggarisbawahi bahwa peningkatan keterlibatan karyawan mempunyai dampak positif terhadap kinerja tim dalam lingkungan organisasi. Khususnya, komitmen organisasi dan perilaku kewargaan berperan sebagai mediator penting dalam menghubungkan keterlibatan karyawan dengan kinerja tim. Studi ini mengadopsi pendekatan multi-teoretis, dengan mempertimbangkan keterlibatan individu karyawan, komitmen organisasi, dan perilaku kewarganegaraan organisasi dalam memeriksa kinerja tim dalam konteks organisasi. Model integratif yang menggabungkan prediktor dari berbagai tingkatan ini menggambarkan bahwa interaksi sinergis antara faktor perilaku individu dapat meningkatkan kinerja tim secara signifikan. Secara keseluruhan, penelitian ini menekankan pentingnya membina keterlibatan karyawan, karena hal ini tidak hanya berkontribusi langsung terhadap peningkatan kinerja tim namun juga melalui jalur mediasi yang melibatkan komitmen organisasi dan perilaku kewarganegaraan dalam dinamika lingkungan organisasi yang kompleks.]]>
<![CDATA[The Influence of Self-Efficacy on Employee Performance Mediated by Employee Loyalty (Courtiers) in the Yogyakarta Palace ]]>
<![CDATA[Wulandaru, Diah Retno]]>;
<![CDATA[Ningtiyas , Sri Rahayu]]>;
<![CDATA[Nasrulloh , Rifqi Syarif]]>
<![CDATA[ Studi Akuntansi, Keuangan, dan Manajemen Vol. 4 No. 2 (2025): Januari ]]>
Publisher : <![CDATA[Penerbit Goodwood ]]>
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DOI: 10.35912/sakman.v4i2.3824
<![CDATA[Purpose: The purpose of this study is to examine and prove the effect of self-efficacy on employee performance, with job loyalty as a mediating variable, on employees (courtiers) at the Yogyakarta Palace. Methodology: This study uses a quantitative approach through the type of primary data with a population consisting of 416 employees from four divisions in the Yogyakarta Palace. The research sample of 100 employees (courtiers) was selected using random sampling technique. Data analysis was carried out using the Structural Equation Modeling (SEM) Partial Least Square (PLS) method using Smart PLS 4 software. Results: The results showed that self-efficacy has a significant effect on employee performance, job loyalty also has a significant effect on employee performance, and self-efficacy has a significant effect on job loyalty. However, the effect of self-efficacy on employee performance through work loyalty as a mediating variable is not significant. Conclusions: Employees (courtiers) with stronger beliefs in self-efficacy tend to have better performance and also higher loyalty to the organization. This research shows that the loyal attitude of courtiers based on a sense of love and belonging to the culture and traditions of the Yogyakarta Palace is an attitude of self-devotion, not a factor of work loyalty in general. Building self-efficacy in courtiers is very important to increase their loyalty and performance at work. Limitations: First, because this study only looks at the relationship between variables that are still limited. Second, the sample used may be limited to a particular sector, so the results cannot be generalized to various organizational contexts. Contribution: It is important to maintain the existing vocational training and mentoring. Strengthen the existing job training and mentoring system in the Palace as an effort to align with cultural challenges in this era of modernization..]]>
<![CDATA[Can environmental transformational leadership shape organizational citizenship behavior toward the environment in Indonesia? ]]>
<![CDATA[Wulandaru, Diah Retno]]>;
<![CDATA[Robani, Anidah Binti]]>;
<![CDATA[Putri, Zaqiah Vivi]]>
<![CDATA[ Asian Management and Business Review Volume 4 Issue 2, 2024 ]]>
Publisher : <![CDATA[Master of Management, Department of Management, Faculty of Business and Economics Universitas Islam Indonesia ]]>
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DOI: 10.20885/AMBR.vol4.iss2.art15
<![CDATA[This research examines the influence of environmental transformational leadership on organizational citizenship behavior toward the environment. In testing this relationship, other aspects were involved, including green human resources management, a moderating variable, and green employee empowerment, a mediating variable. To achieve their environmental goals, company employees must care about the environment, however motivating them is challenging. Research into environmental transformational leadership and green human resources management is needed in Indonesia. Research there focuses on the impact of companies’ environmentally friendly practices, seen from an external perspective. This study’s data came from an online survey of Indonesian company employees. This was processed using SmartPLS. The results show environmental transformational leadership positively influences organizational citizenship behavior toward the environment, and green employee empowerment. Green employee empowerment partially mediates the relationship between green human resources management and organizational citizenship behavior toward the environment. Green human resources management is a moderator variable in the relationship between environmental transformational leadership and green employee empowerment. Companies must have environmental transformational leadership, green employee empowerment, and green human resources management to achieve green goals. Companies must pay attention to those aspects, so their employees will show organizational citizenship behavior toward the environment to support the company’s success.]]>
<![CDATA[PENGARUH WORK-LIFE BALANCE TERHADAP TURNOVER INTENTION DENGAN MEDIASI KEPUASAN KERJA PADA GENERASI Z: THE INFLUENCE OF WORK-LIFE BALANCE ON TURNOVER INTENTION WITH JOB SATISFACTION AS A MEDIATING VARIABLE AMONG GENERATION Z ]]>
<![CDATA[Nadia Soleha]]>;
<![CDATA[Diah Retno Wulandaru]]>
<![CDATA[ Journal Financial, Business and Economics Vol. 3 No. 1 (2025): Journal Financial, Business and Economics ]]>
Publisher : <![CDATA[Journal Financial, Business and Economics ]]>
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<![CDATA[Penelitian ini bertujuan untuk menguji pengaruh work-life balance terhadap turnover intention dengan kepuasan kerja sebagai variabel mediasi pada karyawan Generasi Z. Penelitian ini menggunakan pendekatan kuantitatif dengan metode survei terhadap 125 responden berusia 18–26 tahun (Generasi Z) yang bekerja di berbagai sektor industri. Analisis data dilakukan dengan metode PLS-SEM menggunakan aplikasi SmartPLS 4. Hasil penelitian menunjukkan bahwa work-life balance tidak berpengaruh langsung secara signifikan terhadap turnover intention, namun berpengaruh signifikan terhadap kepuasan kerja, yang kemudian berdampak pada penurunan turnover intention. Dengan demikian, kepuasan kerja memediasi secara parsial hubungan antara work-life balance dan turnover intention. Temuan ini menegaskan pentingnya untuk menekankan pada upaya peningkatan kepuasan kerja dalam strategi retensi karyawan Generasi Z. Kata Kunci: work-life balance, turnover intention, kepuasan kerja, generasi Z. This study aims to examine the effect of work-life balance on turnover intention, with job satisfaction as a mediating variable among Generation Z employees. A quantitative approach was employed, utilizing a survey method involving 125 respondents aged 18–26 (Generation Z) working across various industry sectors. Data analysis was conducted using the Partial Least Squares Structural Equation Modeling (PLS-SEM) technique with the SmartPLS 4 software. The findings reveal that work-life balance does not have a direct and statistically significant effect on turnover intention. However, it has a significant positive effect on job satisfaction, which in turn reduces turnover intention. Therefore, job satisfaction partially mediates the relationship between work-life balance and turnover intention. These results highlight the importance of focusing on enhancing job satisfaction as a strategic approach to retaining Generation Z employees. Keywords: work-life balance, turnover intention, job satisfaction, generation Z.]]>
<![CDATA[The Influence of Self-Efficacy on Employee Performance Mediated by Employee Loyalty (Courtiers) in the Yogyakarta Palace ]]>
<![CDATA[Diah Retno Wulandaru]]>;
<![CDATA[Sri Rahayu Ningtiyas]]>;
<![CDATA[Rifqi Syarif Nasrulloh]]>
<![CDATA[ Studi Akuntansi, Keuangan, dan Manajemen Vol 4 No 2 (2025): January ]]>
Publisher : <![CDATA[Penerbit Goodwood ]]>
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DOI: 10.35912/sakman.v4i2.3824
<![CDATA[Purpose: The purpose of this study is to examine and prove the effect of self-efficacy on employee performance, with job loyalty as a mediating variable, on employees (courtiers) at the Yogyakarta Palace. Methodology: This study uses a quantitative approach through the type of primary data with a population consisting of 416 employees from four divisions in the Yogyakarta Palace. The research sample of 100 employees (courtiers) was selected using random sampling technique. Data analysis was carried out using the Structural Equation Modeling (SEM) Partial Least Square (PLS) method using Smart PLS 4 software. Results: The results showed that self-efficacy has a significant effect on employee performance, job loyalty also has a significant effect on employee performance, and self-efficacy has a significant effect on job loyalty. However, the effect of self-efficacy on employee performance through work loyalty as a mediating variable is not significant. Conclusions: Employees (courtiers) with stronger beliefs in self-efficacy tend to have better performance and also higher loyalty to the organization. This research shows that the loyal attitude of courtiers based on a sense of love and belonging to the culture and traditions of the Yogyakarta Palace is an attitude of self-devotion, not a factor of work loyalty in general. Building self-efficacy in courtiers is very important to increase their loyalty and performance at work. Limitations: First, because this study only looks at the relationship between variables that are still limited. Second, the sample used may be limited to a particular sector, so the results cannot be generalized to various organizational contexts. Contribution: It is important to maintain the existing vocational training and mentoring. Strengthen the existing job training and mentoring system in the Palace as an effort to align with cultural challenges in this era of modernization..]]>
<![CDATA[Enhancing Commitment to Change The Role of Perceived Supervisor Support and Self Efficacy ]]>
<![CDATA[Meilina Sungkawaningtyas]]>;
<![CDATA[Sumaryono Sumaryono]]>;
<![CDATA[Diah Retno Wulandaru]]>
<![CDATA[ Eduvest - Journal of Universal Studies Vol. 4 No. 12 (2024): Journal Eduvest - Journal of Universal Studies ]]>
Publisher : <![CDATA[Green Publisher Indonesia ]]>
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DOI: 10.59188/eduvest.v4i12.50038
<![CDATA[The relationship between perceived supervisor support and self-efficacy with acceptance of change has been commonly studied, but no one has examined the relationship between perceived supervisor support and self-efficacy on commitment to change especially on the implementation of change policies of government organisations in Indonesia. This study presents the findings of an investigation into the moderating role of self-efficacy in the relationship between perceived supervisor support and affective, continuance, and normative commitment to change. This research is specifically necessary within the framework of executing organizational change policies in government organizations in Indonesia. A survey was administered to 255 workers of a public sector organization who were undergoing a reform program. The analysis of structural equation modeling indicated a favourable association between perceived supervisor support and affective and normative commitment to change. Therefore, the connection between how employees view their supervisor's support and their affective and normative commitment to change depends on their belief in their own ability to succeed.]]>
<![CDATA[The role of CSR and prestige in linking green recruitment to job pursuit intentions ]]>
<![CDATA[Wulandaru, Diah Retno]]>;
<![CDATA[Putri, Zaqiah Vivi]]>;
<![CDATA[Ramadhani, Syafika Dhea Taqiya]]>
<![CDATA[ Asian Management and Business Review Volume 6 Issue 2, 2026 ]]>
Publisher : <![CDATA[Master of Management, Department of Management, Faculty of Business and Economics Universitas Islam Indonesia ]]>
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DOI: 10.20885/AMBR.vol6.iss2.art7
<![CDATA[Generation Z is recognized for its high level of environmental awareness, which shapes how they evaluate potential employers and respond to organizations that demonstrate sustainability commitments. This study examines the role of green recruitment (GR) in influencing job pursuit intention (JPI) among Generation Z in Indonesia by drawing on social identity theory and signaling theory. Specifically, the study investigates whether corporate social responsibility (CSR) and organizational prestige (OP) mediate the effect of GR on JPI. Using a sample of 106 Generation Z respondents, the data were analyzed using SmartPLS 3.0 to test seven proposed hypotheses. The results show that GR significantly enhances perceptions of CSR and OP, but it does not directly influence JPI. OP was found to have a positive effect on JPI, although it does not mediate the relationship between GR and JPI. Conversely, CSR serves as a significant mediator between GR and JPI, indicating that Generation Z job seekers respond more strongly to organizations that demonstrate genuine CSR engagement. However, CSR itself does not exhibit a direct significant effect on JPI, suggesting that applicants may prioritize organizations’ more concrete and visible attributes. Overall, the findings emphasize the important mediating role of CSR compared to OP and underscore the need for organizations to implement strategic GR practices that strengthen sustainability perceptions and enhance employer attractiveness. These insights provide practical guidance for organizations seeking to design recruitment strategies that are both effective and environmentally responsible.]]>
