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Yanuar Yanuar, Yanuar
Universitas Indonesia
Religion Aerospace Engineering Computer Science & IT Decision Sciences, Operations Research & Management Earth & Planetary Sciences Economics, Econometrics & Finance Education Electrical & Electronics Engineering Energy Engineering Environmental Science Industrial & Manufacturing Engineering Materials Science & Nanotechnology Neuroscience Nursing Physics Public Health Social Sciences Transportation Other

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Sinergi antara Karyawan Magang dan Gaya Kepemimpinan sebagai Faktor Penentu Kinerja di PT XYZ Valentina, Febiola; Yanuar, Yanuar
Jurnal Manajerial Dan Kewirausahaan Vol. 7 No. 2 (2025): Jurnal Manajerial dan Kewirausahaan
Publisher : Fakultas Ekonomi dan Bisnis, Universitas Tarumanagara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24912/jmk.v7i2.33911

Abstract

Penelitian ini menganalisis pengaruh gaya kepemimpinan transformasional, transaksional, dan melayani terhadap kinerja karyawan dengan keterlibatan karyawan sebagai variabel mediasi. Studi ini difokuskan pada karyawan magang di PT XYZ, sektor industri makanan dan minuman (F&B). Data dikumpulkan dari 110 responden menggunakan kuesioner dan dianalisis dengan metode Structural Equation Modeling (SEM). Hasil penelitian menunjukkan bahwa gaya kepemimpinan transformasional, transaksional, dan melayani memiliki pengaruh positif dan signifikan terhadap keterlibatan karyawan, yang kemudian meningkatkan kinerja. Namun, keterlibatan karyawan tidak berfungsi sebagai variabel mediasi signifikan dalam hubungan antara kepemimpinan melayani dan kinerja karyawan. Penelitian ini menawarkan kebaruan dengan mengkaji pengaruh gaya kepemimpinan terhadap kinerja karyawan magang di sektor F&B, topik yang jarang diteliti sebelumnya. Selain itu, eksplorasi peran mediasi keterlibatan karyawan memberikan wawasan mendalam tentang mekanisme pengaruh kepemimpinan dalam konteks magang. Kontribusi teoritis penelitian ini terletak pada pengembangan Teori Sistem Sosial (Talcott Parsons, 1951) dengan menunjukkan bagaimana gaya kepemimpinan memengaruhi fungsi organisasi sebagai sistem sosial dan menjelaskan bagaimana berbagai elemen dalam organisasi, seperti gaya kepemimpinan dan keterlibatan karyawan, berinteraksi untuk mencapai keseimbangan, stabilitas, dan efektivitas secara keseluruhan. Penelitian ini juga memperluas teori tersebut dengan menggambarkan bagaimana gaya kepemimpinan yang berbeda memengaruhi fungsi sistem sosial ini. This study analyzes the influence of transformational, transactional, and servant leadership styles on employee performance, with employee engagement as a mediating variable. The study focuses on intern employees at PT XYZ, operating in the food and beverage (F&B) sector. Data were collected from 110 respondents using questionnaires and analyzed with the Structural Equation Modeling (SEM) method. The results indicate that transformational, transactional, and servant leadership styles have a positive and significant impact on employee engagement, which subsequently enhances performance. However, employee engagement does not serve as a significant mediating variable in the relationship between servant leadership and employee performance. This study offers novelty by examining the influence of leadership styles on intern performance in the F&B sector, a topic rarely addressed in previous research. Additionally, the exploration of employee engagement as a mediating role provides deeper insights into the mechanisms of leadership influence within the internship context. The theoretical contribution of this research lies in extending Social System Theory (Talcott Parsons, 1951) by demonstrating how leadership styles affect the functioning of organizations as social systems and explaining how various elements within an organization, such as leadership styles and employee engagement, interact to achieve balance, stability, and overall effectiveness. This research also expands the theory by illustrating how different leadership styles influence the functioning of these social systems.
CONNECTING THE DOTS: CSR, JOB SATISFACTION, AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR Rumapea, Valentine; Yanuar, Yanuar
International Journal of Application on Economics and Business Vol. 2 No. 2 (2024): May 2024
Publisher : Graduate Program of Universitas Tarumanagara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24912/ijaeb.v2i2.3318-3327

Abstract

Corporate Social Responsibility (CSR) is garnering increasing attention within the realm of business and organizations, owing to its substantial impact across various dimensions, including Organizational Citizenship Behavior (OCB) and Job Satisfaction (JS). This quantitative study was designed to investigate the direct relationship between perceptions of CSR and OCB, as well as the mediating role of JS. The research encompassed 192 respondents hailing from Bank Mandiri, BNI, and BRI, employing a non-probability sampling method. Data collection was facilitated through the distribution of questionnaires via Google Forms, while data analysis was executed using the SmartPLS3. The study's outcomes indicate that employees' perceptions of CSR in these corporations, exert a positive influence on JS and stimulate voluntary OCB. Effective CSR practices are shown to elevate JS, subsequently resulting in heightened OCB, thereby bestowing favorable impacts upon these organizations.
THE INFLUENCE OF EMPLOYEE ENGAGEMENT AND ORGANIZATIONAL SUPPORT ON EMPLOYEE PERFORMANCE MEDIATED BY ORGANIZATIONAL CITIZENSHIP BEHAVIOR Awalia, Fellin Yunita; Yanuar, Yanuar
International Journal of Application on Economics and Business Vol. 2 No. 2 (2024): May 2024
Publisher : Graduate Program of Universitas Tarumanagara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24912/ijaeb.v2i2.3308-3317

Abstract

This research discusses employee engagement, organizational support, organizational citizenship behavior on employee performance at PT. XYZ. The purpose of this research is to analyze and explain the effect of employee engagement and organizational support on employee performance through organizational citizenship behavior as a mediating variable at PT XYZ. In this research using quantitative methods and questionnaires as a data collection technique. The sample for the questionnaire was 210 employees of PT XYZ. Data analysis techniques using structural equation modeling with partial least square method (PSL-SEM). The findings of this research showed that: (1) employee engagement has a positive and significant effect on employee performance, (2) organizational support has a positive and significant effect on employee performance, (3) ocb has a positive and significant effect on employee performance, (4) ocb mediates between employee engagement and employee performance, (5) ocb mediates between organizational support and employee performance.
Dampak manajemen konflik terhadap komitmen organisasi Generasi Z di Jabodetabek: Mediasi motivasi kerja dan kepuasan kerja Gunadi, Miguel Tristan; Yanuar, Yanuar
Jurnal Manajemen Bisnis dan Kewirausahaan Vol 9 No 4 (2025): Jurnal Manajemen Bisnis dan Kewirausahaan
Publisher : Universitas Tarumanagara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24912/jmbk.v9i4.34653

Abstract

This study aims to analyze the effect of conflict management on organizational commitment of employees categorized as Generation Z through the mediating role of work motivation and job satisfaction. The study was conducted based on the results of a survey in December 2024 which was distributed online in Indonesia, especially in the Greater Jakarta Area, with a total of 136 respondents who were Generation Z and had the status of workers, or were working in an institution, organization, or company. The results of the study using PLS-SEM method showed that conflict management had a positive and significant effect on work motivation and job satisfaction but had a positive but insignificant effect on organizational commitment. Then, work motivation and job satisfaction were stated to have a positive and significant effect on organizational commitment. However, work motivation and job satisfaction did not seem to have a mediating effect on the relationship between conflict management variables and organizational commitment in the research subjects, namely Generation Z employees. This study provides important insights for company management regarding the role and strategies for handling conflict in an effort to increase employee organizational commitment. Penelitian ini bertujuan untuk menganalisis pengaruh manajemen konflik terhadap komitmen organisasi para karyawan yang terkategori sebagai Generasi Z melalui peranan mediasi motivasi kerja dan kepuasan kerja. Penelitian dilakukan berdasarkan hasil survei pada Desember 2024 yang disebarluaskan secara online di Indonesia, terutama daerah Jabodetabek, dengan jumlah 136 responden yang merupakan Generasi Z dan berstatus sebagai pekerja, atau sedang bekerja pada suatu institusi, organisasi, atau perusahaan. Hasil penelitian dengan menggunakan metode PLS-SEM menunjukkan bahwa manajemen konflik berpengaruh positif dan signifikan terhadap motivasi kerja dan kepuasan kerja namun berpengaruh positif tetapi tidak signifikan terhadap komitmen organisasi. Kemudian, motivasi kerja dan kepuasan kerja dinyatakan berpengaruh positif dan signifikan terhadap komitmen organisasi. Namun, motivasi kerja dan kepuasan kerja tampaknya tidak memiliki efek mediasi dalam hubungan antara variabel manajemen konflik dan komitmen organisasi pada subjek penelitian yaitu karyawan Generasi Z. Penelitian ini memberikan wawasan penting bagi manajemen perusahaan terkait peran dan strategi penanganan konflik dalam upaya meningkatkan komitmen organisasi karyawan.
Peran mediasi budaya perusahaan inovatif terhadap strategi peningkatan kinerja karyawan Gumara, Reza Yudha; Yanuar, Yanuar
Jurnal Manajemen Bisnis dan Kewirausahaan Vol 9 No 4 (2025): Jurnal Manajemen Bisnis dan Kewirausahaan
Publisher : Universitas Tarumanagara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24912/jmbk.v9i4.34657

Abstract

This study aims to analyze the influence of Employee Engagement, Employee Value Proposition (EVP), and Talent Management Practices on Employee Performance with Innovative Corporate Culture as a mediating variable. The research was conducted on permanent and active employees at XYZ Company using a quantitative approach and a survey method through electronic questionnaires. A total of 242 respondents were selected using the Simple Random Sampling technique. Data were collected from January to February 2025. Data were analyzed using the Partial Least Squares Structural Equation Modeling (PLS-SEM) method with SmartPLS 4.0 software. The results indicate that Employee Engagement has a significant effect on Innovative Corporate Culture, while Employee Value Proposition and Talent Management Practices do not have a significant effect on Employee Performance. Additionally, Innovative Corporate Culture does not significantly mediate the relationship between Employee Engagement and Employee Performance. Penelitian ini bertujuan untuk menganalisis pengaruh Employee Engagement, Employee Value Proposition (EVP), dan Talent Management Practices terhadap Employee Performance dengan Innovative Corporate Culture sebagai variabel mediasi. Penelitian dilakukan terhadap karyawan tetap dan aktif di Perusahaan XYZ dengan menggunakan pendekatan kuantitatif dan metode survei melalui kuesioner elektronik. Sampel yang digunakan sebanyak 242 responden yang diperoleh dengan teknik Simple Random Sampling. Data dikumpulkan pada Januari sampai dengan Februari 2025. Pengolahan data dilakukan dengan metode Partial Least Squares Structural Equation Modeling (PLS-SEM) menggunakan aplikasi SmartPLS 4.0. Hasil penelitian menunjukan bahwa Employee Engagement memberikan pengaruh yang signifikan terhadap Innovative Corporate Culture, sedangkan Employee Value Proposition dan Talent Management Practice tidak berpengaruh signifikan terhadap Employee Performance, serta Innovative Corporate Culture tidak signifikan untuk memberikan mediasi Employee Engagement terhadap Employee Performance.
Faktor Pendorong Kinerja: Studi tentang Lingkungan Kerja, Kompensasi, Budaya Organisasi dan Kepuasan Kerja Widhiadnyani, Gusti Ayu Sinta; Yanuar, Yanuar
Jurnal Manajerial Dan Kewirausahaan Vol. 7 No. 3 (2025): Jurnal Manajerial dan Kewirausahaan
Publisher : Fakultas Ekonomi dan Bisnis, Universitas Tarumanagara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24912/jmk.v7i3.34634

Abstract

Kinerja karyawan adalah elemen penting dalam keberhasilan perusahaan, namun sering kali dipengaruhi oleh lingkungan kerja, kompensasi, dan budaya organisasi. Penelitian ini bertujuan untuk menganalisis pengaruh lingkungan kerja, kompensasi, dan budaya organisasi terhadap kinerja karyawan, dengan kepuasan kerja sebagai variabel mediasi. Penelitian dilakukan di PT XYZ dengan menggunakan pendekatan kuantitatif. Sampel sebanyak 140 karyawan dipilih menggunakan teknik non-probability sampling dengan metode convenience sampling. Data dikumpulkan melalui kuesioner dan dianalisis menggunakan Structural Equation Modeling (SEM). Hasil penelitian menunjukkan bahwa lingkungan kerja, kompensasi, dan budaya organisasi memiliki pengaruh positif dan signifikan terhadap kepuasan kerja dan kinerja karyawan. Selain itu, kepuasan kerja terbukti menjadi variabel mediasi yang signifikan dalam hubungan tersebut. Lingkungan kerja ditemukan memiliki pengaruh dominan, menunjukkan perlunya perusahaan untuk memastikan fasilitas kerja yang memadai dan suasana kerja yang kondusif. Hasil penelitian ini memberikan wawasan penting bagi manajemen perusahaan dalam merancang strategi untuk meningkatkan kepuasan dan kinerja karyawan melalui peningkatan kualitas lingkungan kerja, sistem kompensasi yang kompetitif, dan budaya organisasi yang mendukung. Employee performance is a critical element in a company's success but is often influenced by work environment, compensation, and organizational culture. This study aims to analyze the effect of work environment, compensation, and organizational culture on employee performance, with job satisfaction as a mediating variable. The research was conducted at PT XYZ using a quantitative approach. A sample of 140 employees was selected using non- probability sampling with a convenience sampling method. Data were collected through questionnaires and analyzed using Structural Equation Modeling (SEM). The results show that the work environment, compensation, and organizational culture have a positive and significant effect on job satisfaction and employee performance. Moreover, job satisfaction is proven to be a significant mediating variable in these relationships. The work environment has the most dominant influence, emphasizing the need for companies to ensure adequate workplace facilities and a conducive work atmosphere. This study provides essential insights for company management in designing strategies to enhance employee satisfaction and performance by improving the quality of the work environment, implementing competitive compensation systems, and fostering supportive organizational culture.
Faktor organisasi penentu kinerja guru dan staf di sekolah Iskandar, Oktavia; Yanuar, Yanuar
Jurnal Manajemen Bisnis dan Kewirausahaan Vol 9 No 5 (2025): Jurnal Manajemen Bisnis dan Kewirausahaan
Publisher : Universitas Tarumanagara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24912/jmbk.v9i5.35323

Abstract

This study examines the impact of Transformational Leadership, Work-Life Balance, and Motivation on the performance of teachers and staff at Sekolah ABC, with Work Engagement serving as a mediating variable. The research is grounded in the importance of performance as a measure of organizational success and addresses a gap in previous studies concerning the leadership-performance relationship. A quantitative approach was employed using a descriptive design and PLS-SEM analysis, based on data collected through questionnaires from 190 respondents in March 2025. The results indicate that all three independent variables have a positive and significant effect on performance, with Work Engagement mediating the effect of Transformational Leadership on performance. These findings highlight the critical role of leadership, work-life balance, and motivation in enhancing engagement, which in turn contributes to improved performance. As an implication, educational institutions should develop human resource strategies that foster engagement to achieve optimal performance. Penelitian ini meneliti dampak dari Kepemimpinan Transformasional, Work Life Balance, dan Motivasi terhadap kinerja guru dan staf di Sekolah ABC, dengan Keterlibatan Kerja berfungsi sebagai variabel mediasi. Latar belakang penelitian ini didasari oleh pentingnya kinerja sebagai ukuran sukses sebuah organisasi, serta adanya celah pada penelitian sebelumnya mengenai hubungan antara kepemimpinan dan kinerja. Metode yang digunakan adalah kuantitatif dengan desain deskriptif dan analisis PLS-SEM, berdasarkan data yang dikumpulkan melalui kuesioner dari 190 responden pada Maret 2025. Hasil penelitian menunjukkan bahwa ketiga variabel independen memberikan dampak yang positif dan signifikan terhadap kinerja, sementara Keterlibatan Kerja terbukti menjadi mediator dalam pengaruh Kepemimpinan Transformasional terhadap kinerja. Temuan ini menegaskan pentingnya peranan kepemimpinan, keseimbangan kerja, dan motivasi dalam meningkatkan keterlibatan yang berkontribusi pada perbaikan kinerja. Sebagai implikasi, lembaga pendidikan harus merumuskan strategi sumber daya manusia yang mendukung keterlibatan guna mencapai kinerja yang maksimal.
Pengaruh faktor organisasi terhadap niat mengundurkan diri di Sekolah XYZ Merry, Merry; Yanuar, Yanuar
Jurnal Manajemen Bisnis dan Kewirausahaan Vol 9 No 5 (2025): Jurnal Manajemen Bisnis dan Kewirausahaan
Publisher : Universitas Tarumanagara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24912/jmbk.v9i5.35324

Abstract

The high level of turnover intention in educational work environments poses a serious challenge that can affect organizational stability and quality. This study aims to analyze the influence of Transformational Leadership, Organizational Learning Culture, and Job Satisfaction on Turnover Intention, with Affective Commitment as a mediating variable. A descriptive quantitative approach was employed, using Structural Equation Modeling based on Partial Least Squares (PLS-SEM). Data were collected from 165 teachers and staff of Sekolah XYZ through an online questionnaire conducted from March to April 2025. The results show that Transformational Leadership, Organizational Learning Culture, and Job Satisfaction have a negative and significant effect on Turnover Intention. In addition, Transformational Leadership was found to have a significant positive effect on Affective Commitment, which in turn negatively influences Turnover Intention. Mediation analysis reveals that Affective Commitment significantly mediates the relationship between Transformational Leadership and Turnover Intention. These findings highlight the importance of leadership and a supportive work environment in enhancing employees’ emotional attachment to the organization, ultimately reducing their intention to leave. The implications of this study underscore the need to strengthen learning culture and transformational leadership as effective retention strategies in educational settings. Tingginya tingkat intensi untuk keluar di lingkungan pendidikan menjadi tantangan serius bagi stabilitas operasional dan kualitas organisasi. Penelitian ini bertujuan untuk menganalisis pengaruh Kepemimpinan Transformasional, Budaya Belajar Organisasi, dan Kepuasan Kerja terhadap Intensi Keluar, dengan Komitmen Afektif sebagai variabel mediasi. Pendekatan yang digunakan adalah kuantitatif deskriptif dengan analisis PLS-SEM. Data dikumpulkan dari 165 guru dan staf Sekolah XYZ melalui kuesioner daring pada bulan Maret hingga April 2025. Hasil penelitian menunjukkan Kepemimpinan Transformasional, Budaya Belajar Organisasi, dan Kepuasan Kerja berpengaruh negatif dan signifikan terhadap Intensi Keluar. Selain itu, Kepemimpinan Transformasional terbukti memiliki pengaruh positif signifikan terhadap Komitmen Afektif, dan Komitmen Afektif sendiri berpengaruh negatif terhadap Intensi untuk Keluar. Uji mediasi menunjukkan bahwa Komitmen Afektif secara signifikan memediasi hubungan antara Kepemimpinan Transformasional dan Intensi untuk Keluar. Temuan ini menegaskan pentingnya peran kepemimpinan dan lingkungan kerja yang mendukung dalam meningkatkan keterikatan emosional karyawan terhadap organisasi, yang pada akhirnya dapat menurunkan keinginan untuk keluar. Implikasi dari penelitian ini menyoroti perlunya penguatan budaya belajar dan kepemimpinan transformatif sebagai strategi retensi yang efektif di lingkungan pendidikan.
Pengaruh Kehidupan Rohani Guru Pendidikan Agama Kristen Dan Implikasinya Terhadap Pertumbuhan Iman Peserta Didik Di SDN Semplak 2 Kota Bogor Yanuar, Yanuar; Mujiono, John Gershom
JURNAL KADESI Vol. 6 No. 2 (2024): Volume 6 Nomor 2 Juni 2024
Publisher : Sekolah Tinggi Teologi Kadesi Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54765/ejurnalkadesi.v6i2.88

Abstract

Christian religious education in school environments plays a central role in shaping the character and spiritual growth of students. However, Christian religious education teachers at SDN Semplak 2 Kota Bogor face various challenges, ranging from personal factors to complex social dynamics, which can affect their effectiveness in guiding the spiritual growth of students. In this study, the author will identify several aspects related to Christian religious education in schools due to the existing knowledge gap regarding the impact of teachers' spiritual lives on the spiritual growth of students at SDN Semplak 2 Kota Bogor. Therefore, this study aims to fill this gap by analyzing the influence of teachers' spiritual lives on the spiritual growth of students. It is hoped that this research will provide valuable insights for the development of more effective Christian religious education curricula and help improve the competence of teachers in guiding the spiritual growth of students in the school environment. The research method used is interviews and observations as data collection tools. The research respondents consist of Christian religious education teachers and students at SDN Semplak 2. The results of the data analysis indicate a significant influence between the spiritual lives of teachers and the spiritual growth of students. The implications of these findings emphasize the importance of the role of Christian religious education teachers in shaping the character and faith of students in the school environment. This study can provide important input for curriculum development and the mentoring of Christian religious education teachers at SDN Semplak 2 in improving the quality of Christian religious education and the spiritual growth of students.
The Influence of Work Environment and Work Engagement on Employee Performance Mediated by Employee Well-Being Rabuana, Ni Kadek Dwi Ningsih; Yanuar, Yanuar
Munaddhomah: Jurnal Manajemen Pendidikan Islam Vol. 4 No. 3 (2023): Management of Islamic Education
Publisher : Prodi Manajemen Pendidikan Islam Pascasarjana Institut Pesantren KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/munaddhomah.v4i3.523

Abstract

This research aims to investigate the relationships between work environment, work engagement, employee well-being, and performance at PT. DBN. The study employs a quantitative approach using a descriptive research method. The population consists of employees from PT. DBN and a sample of 145 individuals were selected for analysis. Data analysis was conducted using the Smart PLS software version 3.0, utilizing a Partial Least Squares (PLS) test, which is a variant-based Structural Equation Modeling (SEM) approach. The research findings indicate that the work environment does not significantly affect employee performance at PT. DBN. However, a positive relationship exists between the work environment and employee well-being. Furthermore, work engagement has a positive impact on employee performance, and it also influences employee well-being positively. Employee well-being, in turn, demonstrates a significant influence on employee performance. Additionally, work engagement indirectly affects employee performance through the mediating role of employee well-being, as does the work environment. These findings contribute to a better understanding of the relationships between work environment, work engagement, employee well-being, and performance. They highlight the importance of creating a conducive work environment and promoting work engagement and well-being among employees to enhance overall organizational performance.
Co-Authors . Zulfan Agus Wibowo Ahmal, Ahmal Arifin, Agus Zainul Asrinaldo, Brian Noval Awalia, Fellin Yunita Aznandy, Ilham Akbar Caesar, Ignatius Julio Chandra, Davin Octavianus Dedih Sapjah, Dedih Desvita, Yenny Erwin Erwin Fathorrahman Fatin, Chika Callista Gumara, Reza Yudha Gunadi, Miguel Tristan Gunawan Gunawan Heri Sulistyo Budhi, Heri Iskandar, Oktavia Lazuardi Umar Lie, Charles Agatha Maharani, Risqi Putri Malau, Yohana Febri Yanti Manalu, Wesly Arianto Merry Merry MN, Nuryasman Mujiono, John Gershom Pane, I.Z Permatasari, Sherly Prajoko, Prastiyo Siswo Putrandi, Rifqi Mulia Rabuana, Ni Kadek Dwi Ningsih Rahardjo, Gema P Rahmi Dewi Rahmondia N. Setiadi Rini, Ari Sulistyo Rosandi, Vira Annisa Rumapea, Valentine Steven Steven Sugeng Supriadi, Sugeng Suseno, Kevin Tetty Marta Linda Theresia Pradiani Valentina, Febiola Waskito, Kurniawan Teguh Widhiadnyani, Gusti Ayu Sinta Wijaya, Mishell Anita Yudho, Renaldi H