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All Journal Jurnal Teknologi Industri Pertanian JAM : Jurnal Aplikasi Manajemen Jurnal Aplikasi Bisnis dan Manajemen (JABM) E-Journal Jurnal Public Policy International Journal of Business Studies Indonesian Journal of Multidisciplinary Science IIJSE
Yunus Triyonggo, Yunus
Manajemen Bisnis, Institut Pertanian Bogor
Agriculture, Biological Sciences & Forestry Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Engineering Environmental Science Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Mathematics Public Health Social Sciences

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The Leadership Style Effect on Telecommunication Industries: A Systematic Review M, Misbahudddin; Maarif, Mohammad Syamsul; Suroso, Arif Imam; Triyonggo, Yunus
International Journal of Business Studies Vol. 9 No. 1 (2025): International Journal of Business Studies
Publisher : Sekolah Tinggi Manajemen IPMI

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32924/ijbs.v9i1.366

Abstract

This study undertakes a comprehensive and systematic review of the influence of different leadership approaches within the telecommunication industry, a critical factor for organizational success. Using systematic literature review methods, it analyzed 51 articles from four databases across 24 countries. Among 27 leadership styles, there are two of the most studied leadership styles namely transformational and transactional leadership. In addition, newer leadership styles like strategic, agile, ambidextrous, level five, ethical, directive, participative, democratic, and smart leadership have gained attention. The research rigorously assesses how each style influences variables positively or negatively, focusing on the top five crucial aspects; organizational performance, employee creativity, organizational citizenship behavior, organizational culture, and employee performance. The telecommunications industry was chosen because of its rapid expansion, focus on technology, worldwide reach, and substantial economic influence. The industry's traits are closely associated with different styles of leadership. The study offers valuable insights into leadership style adoption in telecommunications and recommendations for further research.
EXAMINING THE MEDIATING ROLE OF DIGITAL CULTURE ON DIGITAL TALENT IN THE TELECOMMUNICATION SECTOR Khaira, Nurul; Triyonggo, Yunus; Sukmawati, Anggraini
Jurnal Aplikasi Manajemen Vol. 21 No. 2 (2023)
Publisher : Universitas Brawijaya, Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21776/ub.jam.2023.021.02.13

Abstract

The digital era is an era that cannot be avoided anymore. This era is characterized by the development of technology and the rapid flow of information. This digital transformation means that employees must have digital skills to adapt to the times. PT Telkom Indonesia Tbk (Telkom), the largest telkom company in Indonesia, also faces challenges in preparing digital talent that suits the company's needs in the future. One of these challenges is the existence of a talent war that results in each company having to be able to compete. The purpose of this study is to identify the characteristics of digital talent and analyze the influence of HR management, digital literacy, HR risk, digital leadership, and digital culture on PT Telkom Indonesia's digital talent. This study uses primary data obtained from 140 respondents of PT Telkom Indonesia employees from 14 work locations of digital talent employees. The method used in this research is Structural Equation Modeling - Partial Least Square (SEM-PLS) analysis. The results of this study indicate that HR management, digital literacy, HR risk, digital leadership, and digital culture affect digital talent. Then, digital culture can mediate HR management, digital literacy, HR risk on digital talent. Meanwhile, digital culture does not successfully mediate digital leadership.  The managerial implication of this research is that companies are expected to know the factors that form digital talent so that companies can prepare the right methods in managing digital talent.
USED TIRE ECOSYSTEM FOR THE RECLAIMED RUBBER INDUSTRY DEVELOPMENT AT PT BRIDGESTONE TIRE INDONESIA Suparno, Ono; Suprihatin; Indrasti, Nastiti Siswi; Hardjomidjojo, Hartrisari; Sunarti, Titi Candra; Utomo, Prasetyo Hadi; Yulistika, Efri; Triyonggo, Yunus; Matasik, Delfania
Jurnal Teknologi Industri Pertanian Vol. 35 No. 2 (2025): Jurnal Teknologi Industri Pertanian
Publisher : Department of Agroindustrial Technology, Bogor Agricultural University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24961/j.tek.ind.pert.2025.35.2.208

Abstract

Managing end-of-life tyres (ELTs) has become an urgent global issue because tyres are difficult to decompose naturally and take more than 50 years to break down. In the Jabodetabek (Jakarta, Bogor, Depok, Tangerang, Bekasi) area, ELT generation is estimated at 2.5–3 million units annually, with the most significant contributions from Karawang (1,000 units per month) and Bogor (820 units per month). Bias-ply used tires, which contain up to 70% rubber, have significant potential for recycling into raw materials for new tires through reclaimed rubber technology, aligning with the principles of a circular economy. This study aims to map the supply chain ecosystem of ELTs, identify key stakeholders, and optimise material flow to support the development of the rubber industry from reclaimed materials. The study employs a qualitative descriptive method. The number of research locations was determined using the Solvin method with an error rate of 25%. Observations were performed at 15 specific tire shops, two truck tire shops, three fleets, and three used tire collectors in the Jabodetabek and West Java areas. The findings indicate that the total estimated number of ELTs collected in Jabodetabek from tire stores, truck tires, fleets, and collectors reaches 2,860 monthly units. The main challenges in ELT management include limited storage facilities, low awareness of the economic value of waste, and a predominantly conventional management system. The study also reveals that only 20% of ELTs are utilised optimally, highlighting a significant untapped potential.  Keywords: used tires, reclaimed rubber, supply chain, circular economy
The Influence of Training, Motivation, Discipline, Work Life Balance on Performance in SMK Duta Karya Jauhari, Muhammad Alvin; Nurhayati, Popong; Triyonggo, Yunus
Jurnal Aplikasi Bisnis dan Manajemen Vol. 11 No. 3 (2025): JABM Vol. 11 No. 3, September 2025
Publisher : School of Business, Bogor Agricultural University (SB-IPB)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.17358/jabm.11.3.906

Abstract

Background: SMK Duta Karya Kudus has received support from the local government through the Vocational School Development Program based on the Industrial Revolution 4.0 to improve the quality of human resources. Despite this, an internal survey indicates that the performance of teachers and administrative staff remains below expectations.Purpose: This study aims to analyze the influence of training, motivation, discipline, and work-life- balance on human resource performance at SMK Duta Karya Kudus and to propose strategic recommendations for performance improvement.Design/methodology/approach: This research employs descriptive statistical analysis and Structural Equation Modeling-Partial Least Squares (SEM-PLS) to examine the relationships among variables. The analysis is based on data collected from the school environment to ensure contextual relevance and practical applicability.Findings/Result: The findings reveal that motivation and work life balance significantly affect human resource performance. Motivation has the highest impact, with a path coefficient of 0.462 and a p-value of 0.000 (p < 0.05), followed by work life balance with an original sample value of 0.369 and a p-value of 0.000 (p < 0.05). Based on these findings, two strategic recommendations are proposed: (1) providing monthly financial incentives to outstanding teachers and administrative staff, and (2) implementing flexible learning models through platforms such as Zoom to support remote teaching and administrative tasks.Conclusion: The study concludes that motivation and work-life-balance are critical factors in enhancing human resource performance in vocational schools. Strategic interventions focusing on these aspects are necessary to align HR performance with the goals of the Industrial Revolution 4.0 framework.Originality/value (State of the art): This study contributes to the limited empirical literature on HR performance improvement in vocational education settings aligned with Industry 4.0 demands. By integrating SEM-PLS analysis with practical strategy formulation, it offers actionable insights for educational institutions seeking to optimize staff performance in the digital era. Keywords: human resource, industrial revolution, motivation, SEM-PLS, work life balance 
Developing a Predictive Accreditation Simulator: A Strategic Quality Gateway for Private Universities in Indonesia Bachri, Syaiful; Cahyadi, Eko Ruddy; Triyonggo, Yunus
Journal Public Policy Vol 11, No 4 (2025): October
Publisher : Universitas Teuku Umar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35308/jpp.v11i4.13189

Abstract

The accreditation landscape for private universities under the oversight of LLDIKTI Wilayah III in Indonesia is characterized by significant disparities in institutional readiness and compliance with national standards. Current data highlight a pressing need for strategic intervention, as a considerable proportion of institutions remain within the "yellow" and "red" zones of accreditation preparedness. In response to this challenge, this study analyzes the critical factors influencing the effectiveness of accreditation facilitation and formulates evidence-based strategies for its enhancement. Employing a mixed-methods approach, the research integrates comprehensive accreditation mapping, stakeholder interviews, and multi-layered analytical frameworks, including Internal Factor Evaluation (IFE), External Factor Evaluation (EFE), SWOT, and the Analytical Hierarchy Process (AHP). The findings identify organizational commitment and institutional readiness as the most determinants of accreditation success, with internal quality assurance units acting as pivotal actors. Consequently, the study proposes the development of a predictive accreditation simulator, designed to align with specific institutional typologies and internal quality assurance systems. Conceptualized as a strategic quality gateway, this tool is intended to enable proactive readiness assessment, foster continuous improvement, and strengthen institutional resilience. Ultimately, it aims to ensure consistent alignment with national standards and promote sustainable quality assurance practices within Indonesia's private higher education sector.
Mentoring strategy to improve the effectiveness of succession planning in PT Multimas Nabati Asahan - Serang Sinaga, Sabam Frando; Ma’arif, M. Syamsul; Triyonggo, Yunus
Indonesian Journal of Multidisciplinary Science Vol. 4 No. 4 (2025): Indonesian Journal of Multidisciplinary Science
Publisher : International Journal Labs

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55324/ijoms.v4i3.1063

Abstract

This study focuses on analyzing the influence of mentoring conducted by PT Multimas Nabati Asahan Serang on the effectiveness of succession planning, analyzing mentoring that has a dominant influence on succession effectiveness planning, and developing mentoring strategies to increase the effectiveness. The study involved a total of 22 departments within the organization and will span three months, from September 2024 to November 2024. The results of the Analytical Hierarchy Process (AHP) analysis showed that the employee competency factor is the most influential factor in succession planning. The data from the assessment of the weight and priority of alternative elements of strategies to the objectives showed the highest influence was collaborative learning with a weight value of 0.281 and then the second to fifth were alternative strategies for enrichment and expansion of work, project assignment, work rotation, and formal training.
The Influence of Compensation and Work Environment on Employee Performance Mediated by Employee Engagement at PT. XYZ Noviana, Pratiwi; Hidayatulloh, Furqon Syarief; Triyonggo, Yunus
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.v8i3.8429

Abstract

Technology has advanced with the use of AI, but human resources, as the primary asset in achieving company goals, remain irreplaceable. The current performance problem is low employee performance. The purpose of this study is to analyze the effect of compensation on employee performance, compensation on employee engagement, the work environment on employee performance, the work environment on employee engagement, and employee engagement on employee performance. The number of respondents was 200 respondents. The research sample was determined using stratified random sampling. Data analysis in this study used SEM PLS to determine the effect of independent variables on the dependent variable. The SEM PLS analysis results indicate that compensation affects employee engagement, the work environment has a positive effect on employee performance, and employee engagement has a positive effect on employee performance. However, compensation hurts employee performance, while the work environment does not affect employee engagement. The AHP analysis results indicate that compensation is the primary factor in improving employee performance. The conclusion of the study states that although compensation has a negative effect on employee performance, if it is not fulfilled it will cause job dissatisfaction, therefore employee compensation must be considered and increased by employees in order to create a bond between employees and the company which will improve employee performance in the future.
Co-Authors Anggraini Sukmawati Arif Imam Suroso Efri Yulistika Eko Ruddy Cahyadi Furqon Syarief Hidayatulloh Hartrisari Hardjomidjojo Jauhari, Muhammad Alvin Khaira, Nurul M, Misbahudddin M. Syamsul Maarif Matasik, Delfania Ma’arif, M. Syamsul Nastiti Siswi Indrasti Noviana, Pratiwi Ono Suparno Popong Nurhayati Sinaga, Sabam Frando Suprihatin Syaiful Bachri Titi Candra Sunarti Utomo, Prasetyo Hadi