Articles
<![CDATA[Effect of Green Innovation on Corporate Sustainability Through Green Perceived Organizational Support (Study on the Palm Oil Plantation Industry in Kalimantan) ]]>
<![CDATA[Garingging, Robin Hendra S]]>;
<![CDATA[Saluy, Ahmad Badawi]]>;
<![CDATA[Nawangsari, Lenny Christina]]>;
<![CDATA[Kasmir, Kasmir]]>
<![CDATA[ Dinasti International Journal of Management Science Vol. 6 No. 2 (2024): Dinasti International Journal of Management Science (November - December 2024) ]]>
Publisher : <![CDATA[Dinasti Publisher ]]>
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DOI: 10.38035/dijms.v6i2.3623
<![CDATA[This study aims to analyze the effect of green innovation on corporate sustainability through green perceived organizational support in oil palm plantation industry companies in Kalimantan. The method used in this study is a quantitative descriptive method. The population in this study were all employees working in the oil palm plantation industry in Kalimantan. The data analysis model uses Structural Equation Modeling (SEM) with a sample of 238 people. The analysis technique in this study is Partial Least Square (PLS) using the smart PLS program to test the hypothesis. The results showed that green innovation has a positive and significant effect on green perceived organizational support. Green innovation has a positive and significant effect on corporate sustainability. Green perceived organizational support has a positive and significant effect on corporate sustainability. Furthermore, green perceived organizational support can mediate the influence between green innovation and corporate sustainability in oil palm plantation industry companies in Kalimantan.]]>
<![CDATA[EMPLOYEE ACHIEVEMENT IMPACT: PLACEMENT, COMPETENCY, AND MOTIVATION AS INTERVENING VARIABLES ]]>
<![CDATA[Sukardi, Sukardi]]>;
<![CDATA[Aryanti, Wiwin]]>;
<![CDATA[Djumarno, Djumarno]]>;
<![CDATA[Herminingsih, Anik]]>;
<![CDATA[Kasmir, Kasmir]]>
<![CDATA[ Jurnal Aplikasi Manajemen Vol. 19 No. 3 (2021) ]]>
Publisher : <![CDATA[Universitas Brawijaya, Indonesia ]]>
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DOI: 10.21776/ub.jam.2021.019.03.17
<![CDATA[The purpose of this study was to determine the effect of placement and competence on work performance of permanent employees. Mediated by motivation in the welding section of the Automotive Industry in Tambun Bekasi. The research method used quantitative with a population of 125 employees. The number of samples used was 125 permanent employees in the Automotive Industry welding section in Tambun Bekasi. The sampling technique used was nonprobability sampling and the sampling method was saturated sampling. Then the analysis test was carried out using Structural Equation Modeling (SEM) and processed with the LISREL version 8.8 application. The results of this study indicate that placement and competence have a direct significant effect on work performance, while placement and competence through the intervening motivation variable have an effect on work performance, while motivation as an intervening variable has a significant effect on work performance. Subsequent research can be developed by adding variables of job design and physical conditions of work.]]>
<![CDATA[THE EFFECT OF GREEN HUMAN RESOURCE MANAGEMENT (GHRM) PRACTICES ON THE COMPETITIVENESS OF HIGHER EDUCATION MEDIATED BY KNOWLEDGE MANAGEMENT ]]>
<![CDATA[Sukardi, Sukardi]]>;
<![CDATA[Djumarno, Djumarno]]>;
<![CDATA[Herminingsih, Anik]]>;
<![CDATA[Kasmir, Kasmir]]>;
<![CDATA[Widayati, C. Catur]]>;
<![CDATA[Zairil, Zairil]]>
<![CDATA[ Jurnal Aplikasi Manajemen Vol. 21 No. 2 (2023) ]]>
Publisher : <![CDATA[Universitas Brawijaya, Indonesia ]]>
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DOI: 10.21776/ub.jam.2023.021.02.08
<![CDATA[In the global era, creating competitiveness is one of the key aspects of survival. This study aims to explain competitiveness in knowledge management-mediated green human resource management practices in Jakarta's private universities. This research is critical because green practices on campus are becoming essential due to the need for sustainable development and climate change mitigation. Furthermore, educational institutions should educate global citizens about sustainable development and provide relevant information concerning environmentally friendly practices. In this research, a total sample of 356 lecturers from 10 private tertiary institutions in Jakarta with B accreditation and more than 5,000 students. Purposive sampling was used in the sampling method to collect data, which was then analyzed using SEM-PLS. According to the study results, green human resource management has a direct and positive effect on competitiveness, while green human resource management has a direct positive impact on knowledge management. It can also be stated that knowledge management measurements' findings on competitiveness have a positive effect. Further research demonstrates a positive secondary impact of green human resource management through knowledge management on competitiveness. The results of this study may have negative effects on the campus's reputation as a green educational facility.]]>
<![CDATA[The Influence of Career Development and Work Environment on Employee Performance Mediated by Work Motivation ]]>
<![CDATA[Sari, Narolytha Lenny]]>;
<![CDATA[Kasmir, Kasmir]]>
<![CDATA[ Indikator: Jurnal Ilmiah Manajemen dan Bisnis Vol 9, No 2 (2025) ]]>
Publisher : <![CDATA[Universitas Mercu Buana ]]>
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DOI: 10.22441/indikator.v9i2.32914
<![CDATA[This study aims to describe the influence of career development and work environment on employee performance, with work motivation as an intervening variable in the Marketing Directorate of PT Asuransi RIB. The study was conducted in the Marketing Directorate of PT Asuransi RIB, involving 120 respondents as the research sample. The sampling technique used was non-probability sampling with the incidental sampling method.Data analysis was performed using Structural Equation Modeling-Partial Least Square (SEM-PLS) with the assistance of SmartPLS 3.2.9 software. The Partial Least Square (PLS) model evaluation consisted of outer model and inner model assessments, along with hypothesis testing.The results of the analysis indicate the following:Career development does not have a significant effect on employee performance,work environment does not have a significant effect on employee performance,career development has a positive and significant effect on work motivation,Work environment has a positive and significant effect on work motivation,Work motivation has a positive and significant effect on employee performance,Career development positively affects employee performance through work motivation as an intervening variable.Work environment positively affects employee performance through work motivation as an intervening variable.The findings suggest that although career development and work environment do not directly impact employee performance, they enhance work motivation, which ultimately leads to improved employee performance.]]>
<![CDATA[The Influence of Work Stress, Work-Life Balance, and Job Insecurity on Employee Job Satisfaction at Hotel 'AI' Bekasi ]]>
<![CDATA[Ayyasy, Muhammad Yahya]]>;
<![CDATA[Kasmir, Kasmir]]>
<![CDATA[ Dinasti International Journal of Digital Business Management Vol. 6 No. 5 (2025): Dinasti International Journal of Digital Business Management (August - Septembe ]]>
Publisher : <![CDATA[Dinasti Publisher ]]>
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DOI: 10.38035/dijdbm.v6i5.5139
<![CDATA[This study aims to investigate the effect of job stress on work-life balance, job insecurity, and job satisfaction, as well as to examine the intermediary roles of work-life balance and job insecurity in the connection between job stress and job satisfaction among employees of Hotel “AI” Bekasi. A quantitative method was used with Structural Equation Modeling (SEM) using Partial Least Squares (PLS). Samples were selected through purposive sampling from Hotel “Ai” Bekasi employees. Results indicate that job stress negatively impacts work-life balance and job satisfaction significantly; while positively affecting job insecurity. Furthermore, work-life balance has a positive impact on job satisfaction, whereas job insecurity negatively influences it. The findings also show that work-life balance and job insecurity significantly mediate the association between job stress and job satisfaction. This study emphasizes the importance of managing job stress and effective management strategies to enhance work-life balance, reduce job insecurity, and increase job satisfaction, thereby positively impacting service quality and hotel competitiveness]]>
<![CDATA[The Influence of Career Development and Transformational Leadership on Employee Sustainable Performance Moderated by the Perceived Organizational Support at the Secretariat of the Presidential Advisory Council Jakarta ]]>
<![CDATA[Pertiwi, Dheyas Tri]]>;
<![CDATA[Kasmir, Kasmir]]>
<![CDATA[ Dinasti International Journal of Management Science Vol. 7 No. 1 (2025): Dinasti International Journal of Management Science (September - October 2025) ]]>
Publisher : <![CDATA[Dinasti Publisher ]]>
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DOI: 10.38035/dijms.v7i1.5420
<![CDATA[This study investigates the influence of career development and transformational leadership on employee sustainable performance moderated by perceived organizational support at the Secretariat of the Presidential Advisory Council Jakarta. Employee sustainable performance represents employees' specific efforts for continuous personal and organizational growth, which is crucial for achieving long-term strategic objectives in public sector organizations. Using Structural Equation Modeling-Partial Least Square (SEM-PLS) analysis with 113 respondents representing the entire employee population, this research employs a quantitative causal approach to examine the complex relationships between variables. The findings reveal that career development significantly contributes 34.0% to sustainable performance enhancement, with performance quality improvement through self-discipline as the dominant dimension. Transformational leadership contributes 30.5% to sustainable performance, with individual consideration as the strongest dimension reflecting leaders' care and support for employees. Perceived organizational support demonstrates a positive influence of 21.6%, where organizational recognition of employee contributions serves as the primary motivational indicator. The moderation analysis unveils intriguing dynamics where perceived organizational support plays a dual role in strengthening or weakening inter-variable relationships, creating a negative moderation on career development but positive moderation on transformational leadership, suggesting that excessive support may create dependency that hinders autonomous development initiatives while optimal support enhances inspirational leadership effectiveness.]]>
<![CDATA[The Influence of Transformational Leadership and Organizational Commitment on Sustainable Employee Performance with Job Satisfaction as a Mediation at PT Anugrah Tiga Berlian East Jakarta ]]>
<![CDATA[Ferdiana, Anita]]>;
<![CDATA[Kasmir, Kasmir]]>
<![CDATA[ International Journal of Social and Management Studies Vol. 6 No. 5 (2025): International Journal of Social and Management Studies (IJOSMAS) ]]>
Publisher : <![CDATA[IJOSMAS ]]>
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DOI: 10.5555/ijosmas.v6i5.526
<![CDATA[This study aims to analyze the effect of transformational leadership and organizational commitment on sustainable employee performance with job satisfaction as a mediating variable. The research is motivated by the importance of achieving long-term sustainable performance through inspiring leadership, employee commitment, and job satisfaction. The study was conducted at PT Anugrah Tiga Berlian East Jakarta in 2025, involving 98 employees as respondents. A quantitative descriptive approach was applied, with data collected through questionnaires and analyzed using Structural Equation Modeling-Partial Least Squares (SEM-PLS). The findings reveal that transformational leadership and organizational commitment have a positive and significant effect on sustainable employee performance, both directly and indirectly through job satisfaction. Furthermore, job satisfaction plays a significant mediating role in strengthening the relationship between transformational leadership, organizational commitment, and sustainable performance.]]>
<![CDATA[Corporate Culture and Employee Competence Effects on Employee Performance with Organizational Commitment at Bank BXXXS Tbk ]]>
<![CDATA[Wicaksana, Mulya]]>;
<![CDATA[Kasmir, Kasmir]]>
<![CDATA[ Devotion : Journal of Research and Community Service Vol. 4 No. 8 (2023): Devotion: Journal of Research and Community Service ]]>
Publisher : <![CDATA[Green Publisher Indonesia ]]>
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DOI: 10.59188/devotion.v4i8.546
<![CDATA[Basically, performance is an individual thing because each individual will have a different level of performance according to the values that apply to each individual. The more aspects of work that are in accordance with individual wishes, the higher the level of performance. This study aims to analyze the effect of corporate culture, employee competence, on employee performance with organizational commitment as a mediating variable. The subjects of this study were BXXXS Bank employees in the Risk Management unit, with a population of 50 people. The data collection technique uses a questionnaire instrument with a Likert scale measurement. Data were analyzed using SmartPLS software version 3.3.7. The results of this study indicate that corporate culture has an effect on employee performance variables, corporate culture has no effect on work commitment variables, employee competencies have an effect on employee performance variables, employee competencies have had an effect on corporate culture variables have no effect on employee performance through work commitment and employee competence has no effect on employee performance through work commitment.]]>
<![CDATA[Motivasi karyawan untuk mempertahankan usaha agar tetap berkelanjutan ]]>
<![CDATA[Kasmir, Kasmir]]>;
<![CDATA[Djumarno, Djumarno]]>
<![CDATA[ Jurnal Pengabdian Kepada Masyarakat Vol. 1 No. 5 (2025): Jurnal Pengabdian Kepada Masyarakat ]]>
Publisher : <![CDATA[CV. Era Digital Nusantara ]]>
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DOI: 10.59066/jpkm.v1i5.1501
<![CDATA[Dorongan atau rangsangan sesorang untuk melakukan suatu aktifitas terutama dalam berkerja sangatlah penting dalam meningkatkan kinerja seseorang. Dorongan atau rangsangan yang membuat seseorang mau bergerak untuk melakukan sesuatu ini kita kenal dengan nma motivasi,. Secara umum jenis dorongan ini terdiri dari 2 yaitu dari dari diri sendiri dan dari luar diri seseorang. Dalam praktiknya setiap orang memiliki dorongan yang berbeda-beda. Penelitian ini bertujuan untuk mengetahui dan memahami memahami motivasi karyawan dalam bekerja. Metode yang digunakan adalah metode kualitatif melalui observasi,,diskusi, wawancara dan kuisioner kepada 25 peserta. Hasil penelitian menunjukkan bahwa peratmana karyawan sudah memahami arti motivasi dan yang kedua motivasi yang mereka rasakan adalah motivasi untuk kebutuhan hidup. Ketiga factor-faktor yang memengaruhi motivasi Adalah motivasi keuangan. Saran kepada pimpinan Perusahaan agar lebih banyak memberikan motivasi keuangan dlam bentuk insentif kepada karyawan agar motivasi berprestasinya lebih meningkat.]]>
<![CDATA[The Role of Career Path and Achievement Motivation in Organizational Sustainability from an Entrepreneurship Perspective ]]>
<![CDATA[Gustiah, Indira Puspa]]>;
<![CDATA[Siswanti, Indra]]>;
<![CDATA[Kasmir, Kasmir]]>;
<![CDATA[Nawangsari, Lenny Christina]]>
<![CDATA[ Aptisi Transactions On Technopreneurship (ATT) Vol 7 No 3 (2025): November ]]>
Publisher : <![CDATA[Pandawan ]]>
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DOI: 10.34306/att.v7i3.687
<![CDATA[This study examines the effect of career path and achievement motivation on organizational sustainability, mediated by innovative work behavior and moderated by perceived organizational support. Participants were all indirect employees of an international manufacturing group in Japan, Australia, and Indonesia totaling 4462 employees, of whom 256 were selected. Data were collected using research instruments distributed to all employees in three languages using a back-translation system. Simple mediation and moderation regression analysis techniques using structural equation modeling with Partial Least Squares 3.0 program were used. The results indicate that CP, AM, and IWB have positive and significant effects on OS. IWB mediation had a positive and significant effect on the mediation of CP and AM on OS. The moderating effect of POS on IWB had a positive and significant effect on OS. The significance of moderation is clarified based on the slope analysis, in which the greater the POS toward IWB, the stronger the support for OS. The study is novel in its use of POS as a moderating variable. This study enriches the theoretical and practical implications of managing employees CP and AM toward OS.]]>
