Article Per Year (5 Year)
p-Index From 2020 - 2025
2.439
P-Index
This Author published in this journals
All Journal Jurnal Leverage, Engagement, Empowerment of Community (LeECOM) Budapest International Research and Critics Institute-Journal (BIRCI-Journal): Humanities and Social Sciences International Journal of Social and Management Studies (IJOSMAS) Milestone: Journal of Strategic Management Feedforward: Journal of Human Resource Journal of Innovation Research and Knowledge Media Bina Ilmiah
Daniel Ong Kim Kui
Universitas Pelita Harapan
Religion Arts Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Health Professions Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Social Sciences Other

Published : 16 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 16 Documents
Search

 1   2 
The Effect of Quality of Work Life and Job Satisfaction on Performance with Knowledge Sharing as Mediate Variable of Private Universities Lecturers’ During Pandemic Covid-19 Daniel Ong Kim Kui; Yohana F. Cahya Palupi Meilani; Innocentius Bernarto
Budapest International Research and Critics Institute-Journal (BIRCI-Journal) Vol 5, No 4 (2022): Budapest International Research and Critics Institute November
Publisher : Budapest International Research and Critics University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33258/birci.v5i4.7254

Abstract

This study aims to examine the effect of quality of work life and job satisfaction on the performance of lecturers at private universities in Tangerang with mediated by knowledge sharing. This study used 120 respondents. Data were collected through a questionnaire using a Likert scale of 1-5 and obtained using google form with convenience sampling. The data processing in this study uses the Smart PLS application, where the results show that the quality of work life does not significantly effect to performance of lecturers. Job satisfaction significantly effect to performance of lecturers. The knowledge sharing significantly effect to the performance of lecturers. Knowledge sharing can mediate effect of quality of work life on the performance of lecturers. While knowledge sharing does not able to mediate effect of job satisfaction on the performance of lecturers.
PENINGKATAN STRATEGI PENDANAAN DAN PENGELOLAAN KEUANGAN BAGI ORGANISASI NIRLABA MITRA KERJA UPH SERVICE-LEARNING PROJECT DI TANGERANG, DEPOK, BEKASI, DAN JAKARTA Kui, Daniel Ong Kim; Hutabarat, Zoel; Huliselan, Juanna Judith
Jurnal Leverage, Engagement, Empowerment of Community (LeECOM) Vol. 4 No. 2 (2022): Jurnal Leverage, Engagement, Empowerment of Community (LeECOM)
Publisher : Universitas Ciputra Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37715/leecom.v4i2.3511

Abstract

Pembinaan bagi mitra kerja UPH adalah kegiatan rutin pengabdian masyarakat yang diadakan setiap tahun. Pembinaan yang dilakukan kali ini merupakan hasil kerja sama antara Tim Pengabdian kepada Masyarakat (PKM) Fakultas Ekonomi dan Bisnis UPH dengan UPH Service-Learning Project. Tujuan pembinaan ini adalah untuk memberikan tambahan wawasan mengenai strategi pendanaan dan fundamental keuangan organisasi nirlaba, bagaimana mengatasi masalah minimnya pendanaan dalam menjalankan misi organisasi dan mengelola keuangan secara akuntabel dan transparan serta berkelanjutan. Tantangan selama ini adalah terbatasnya pendanaan sementara tuntutan pelayanan bagi organisasi nirlaba yang berbentuk yayasan atau komunitas ini tidak dapat dihentikan begitu saja karena peran dan keterlibatan pelayanannya sudah membentuk ekosistem sosial di bidang pelayanan masing-masing dan selama ini sudah sangat membantu perbaikan kehidupan sosial di masyarakat. Tantangan lain adalah bagaimana mengelola keuangan organisasi nirlaba yang mencapai fundamental keuangan dengan tata kelola yang akuntabel, transparan dan berkelanjutan untuk mendukung misi operasional maupun sasaran jangka panjang organisasi. Setelah mengikuti pembinaan dalam bentuk pelatihan dan berbagi pengalaman antar peserta ini maka para mitra dapat memahami dengan lebih baik strategi pendanaan yang ada dan prinsip-prinsip tata kelola keuangan mulai dari penganggaran sampai dengan eksekusi dan pengawasannya. Terdapat dua puluh enam lembaga yang hadir dari tiga puluh dua mitra organisasi nirlaba yang diundang.
PENGARUH WORK FAMILY CONFLICT DAN WORKLOAD TERHADAP WORK STRESS DALAM MEMPENGARUHI TURNOVER INTENTION (STUDI PADA KARYAWAN PT. XYZ KANTOR PUSAT WILAYAH JAKARTA) Luki Arlita Anggraini; Daniel Ong Kim Kui
International Journal of Social and Management Studies Vol. 4 No. 6 (2023): December 2023
Publisher : IJOSMAS

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5555/ijosmas.v4i6.377

Abstract

Perkembangan dan pertumbuhan ekonomi masyarakat Indonesia pada era globalisasi yang semakin modern saat ini menjadikan pekerjaan sebagai kunci utama untuk memenuhi kebutuhan dan meningkatkan kualitas hidup manusia. Saat ini, bekerja sudah menjadi tuntutan utama bagi setiap manusia baik pria maupun wanita yang sudah menikah atau berkeluarga. Hal tersebut dapat menimbulkan peran ganda atau biasa disebut dengan work family conflict. Jika seorang individu sudah memiliki work family conflict, akan menambah workload yang dimiliki dan akan menimbulkan work stress yang dapat membawa kepada turnover intention. Penelitian ini bertujuan untuk menguji pengaruh work family conflict dan workload terhadap work stress yang mempengaruhi turnover intention pada karyawan PT XYZ Kantor Pusat wilayah Jakarta. Penelitian ini menggunakan pendekatan kuantitatif dengan metode survei. Subjek penelitian ini adalah karyawan PT XYZ, Kantor Pusat wilayah Jakarta sebanyak 130 orang. Teknik analisis data dengan menggunakan structural equation model (SEM) dibantu dengan program software smartPLS versi 4.0. Hasil penelitian ini menunjukkan bahwa work family conflict berpengaruh positif terhadap work stress. Workload berpengaruh positif terhadap work stress. Work family conflict berpengaruh positif terhadap turnover intention. Workload berpengaruh positif terhadap turnover intention. Dan work stress berpengaruh positif terhadap turnover intention.
SETTLING INTERNAL STRENGTHS AND EXTERNAL DEPENDENCIES: A CONCEPTUAL FRAMEWORK INTEGRATING RDT AND RBV THEORIES FOR ORGANIZATIONAL SURVIVAL Kui, Daniel Ong Kim; Widjaja, Anton Wachidin; Pramono, Rudy
Milestone: Journal of Strategic Management Vol. 4 No 2 September 2024
Publisher : Universitas Pelita Harapan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.19166/ms.v4i2.8745

Abstract

The purpose of this study is to explore the integration of two mainstream theories of strategic management rooted in resource Dependency Theory (RDT) and Resource-Based View (RBV) in utilizing the internal strengths and external dependencies of companies. This study will explore the area of theory integration by using a literature review method that involves the collection, analysis and synthesis of influential publications on both theories, semi-systematic literature review is carried out with narrative analysis techniques. The results of the study provide a conceptual framework in understanding organizational strategy and to gain stability in managing the main sources of competitive advantage and dependency of the organization. Studies of how organizations are leveraging their internal strengths, and external dependencies can reveal improvement trends and under-explored areas in strategic management research. The implications of exploring the integration of these two key perspectives will enhance the prospect of using both theories together in strategic planning, organizational behavior and decision-making, and serve as an integration view for managers to engage in process utilization. Internal forces and external dependencies are rooted in two mainstream theories: Resource Dependency Theory (RDT) and Resource Based View (RBV). This study explores the area of integration of these theories using a literature review method that involves the collection, analysis, and synthesis of existing influential publications from both theories. The implications of this research provide a conceptual framework in understanding organizational strategy and to gain stability in managing the main sources of competitive advantage and dependency of the organization
Peran Transformational Leadership dan Job Satisfaction Terhadap Intention to Stay dengan Job Engagement sebagai Mediasi pada Karyawan PT XYZ [The Role of Transformational Leadership and Job Satisfaction on Intention to Stay with Job Engagement as Mediation for PT XYZ Employees] Heren, Langisa; Ong, Daniel
Feedforward: Journal of Human Resource Vol 3, No 1: April 2023
Publisher : Universitas Pelita Harapan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.19166/ff.v3i1.6720

Abstract

This research was conducted to determine the role of Transformational Leadership and Job Satisfaction on Intention to Stay with Job Engagement as Mediation for PT XYZ Employees. The high sense of intention to stay for PT XYZ employees to carry out their responsibilities as employees is influenced by the transformational leadership style, job satisfaction and job engagement. The research was carried out using quantitative research methods, with a judgment sampling technique in which respondents had to meet predetermined requirements as research respondents. Respondents in this study amounted to 130 respondents. The data collection technique uses a research instrument in the form of a questionnaire with a Likert scale of 1–5. The data obtained was then analyzed and processed using the Structural Equation Model (SEM) technique with SmartPLS 4.0 Software. Based on the research conducted, it can be concluded that transformational leadership has a positive effect on job engagement, job satisfaction has a positive effect on job engagement, transformational leadership has a positive effect on intention to stay mediated by job engagement, and job satisfaction has a positive effect on intention to stay mediated by job engagement. This research has benefits for companies in being able to maintain and improve transformational leadership, job satisfaction, and job engagement in order to increase employees' intention to stay, as well as become a reference for further research.Bahasa Indonesia Abstrak: Penelitian ini dilakukan untuk mengetahui peran transformational leadership dan job satisfaction terhadap intention to stay dengan job engagement sebagai mediasi pada Karyawan PT XYZ. Tingginya rasa intention to stay pada karyawan PT XYZ untuk tetap melakukan tanggung jawabnya sebagai karyawan dipengaruhi oleh gaya kepemimpinan transformational leadership, job satisfaction dan job engagement. Penelitian dilakukan dengan metode penelitian kuantitatif, dengan teknik judgment sampling di mana responden harus memenuhi syarat yang telah ditentukan sebagai responden penelitian. Responden dalam penelitian ini berjumlah  130 responden. Teknik pengumpulan data menggunakan instrumen penelitian berupa kuesioner dengan skala Likert 1–5. Data yang diperoleh kemudian dianalisis dan dilakukan pengolahan menggunakan teknik Structural Equation Model (SEM)  dengan Software SmartPLS 4.0 Berdasarkan penelitian yang dilakukan, dapat disimpulkan bahwa transformational leadership berpengaruh positif terhadap job engagement, job satisfaction berpengaruh positif terhadap job engagement, transformational leadership berpengaruh positif terhadap intention to stay yang dimediasi oleh job engagement, dan job satisfaction berpengaruh positif terhadap intention to stay yang dimediasi oleh job engagement. Penelitian ini memiliki manfaat bagi perusahaan untuk dapat mempertahankan dan meningkatkan gaya kepemimpinan transformational leadership, job satisfaction, dan job engagement guna meningkatkan rasa intention to stay pada karyawan, serta menjadi referensi untuk penelitian selanjutnya.
PENGARUH GAYA KEPEMIMPINAN ETIS, KOMITMEN NORMATIF, DAN MOTIVASI KERJA TERHADAP PERFORMA PEKERJA DI YAYASAN XYZ [THE INFLUENCE OF ETHICAL LEADERSHIP STYLE, NORMATIVE COMMITMENT, AND WORK MOTIVATION ON WORKER PERFORMANCE AT XYZ FOUNDATION] Alatas, Thania; Kui, Daniel Ong Kim; Pramono, Rudy
Feedforward: Journal of Human Resource Vol 4, No 2: September 2024
Publisher : Universitas Pelita Harapan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.19166/ff.v4i2.8718

Abstract

This research aims to identify the influence of ethical leadership, normative commitment and work motivation on employee performance. This research uses quantitative methods. Data was collected to test the hypothesis and used purposive sampling where the respondents are workers at the XYZ foundation. The sample for this research consisted of 120 respondents. The statistical analysis method used in this research is Smart PLS 4.0 software. This research found that the ethical leadership style has a positive effect on the performance of workers at the XYZ foundation. This shows that the better ethical leadership implemented will be able to improve employee performance, while normative commitment does not have a positive effect on employee performance at the XYZ foundation. The results of this research also show that normative commitment has no effect on worker performance, the rise and down of normative commitment cannot affect worker performance, and work motivation has a positive effect on worker performance at the XYZ foundation, meaning that the greater work motivation will be able to improve an employee's performance.Abstrak Bahasa Indonesia: Penelitian ini bertujuan mengidentifikasi pengaruh gaya kepemimpinan etis, komitmen normatif dan motivasi kerja terhadap performa pekerja. Penelitian ini menggunakan metode kuantitatif. Data dikumpulkan untuk menguji hipotesis dan menggunakan purposive sampling dimana responden adalah pekerja di yayasan XYZ. Sampel penelitian ini berjumlah 120 responden. Metode analisis statistik yang digunakan dalam penelitian ini menggunakan software Smart PLS 4.0. Hasil penelitian ini mendapati bahwa gaya kepimpinan etis berpengaruh positif terhadap performa pekerja di yayasan XYZ. Hal ini menunjukkan bahwa semakin baik kepemimpinan etis yang diterapkan akan dapat meningkatkan peforma pekerja, sedangkan komitmen normatif tidak berpengaruh positif pada performa pekerja di yayasan XYZ. Hasil penelitian ini juga menunjukkan bahwa komitmen normatif tidak berpengaruh terhadap performa pekerja, naik turunnya komitmen normatif tidak dapat mempengaruhi performa pekerja, dan motivasi kerja berpengaruh positif terhadap performa pekerja di yayasan XYZ, artinya semakin besar motivasi kerja akan dapat meningkatkan performa seorang karyawan.
Analisis Sistem Reward dan Punishment untuk Meningkatkan Motivasi Kerja dan Organizational Commitment Karyawan dengan Studi Kasus Pada PT XYZ [Analysis of Reward and Punishment to Increase Work Motivation and Organizational Commitment of Employees at XYZ Company] Christie, Olivia Brenda; Kui, Daniel Ong Kim; Huliselan, Juanna Judith
Feedforward: Journal of Human Resource Vol 2, No 2: September 2022
Publisher : Universitas Pelita Harapan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.19166/ff.v2i2.6007

Abstract

This study aims to determine the effect of reward and punishment on work motivation and organizational commitment of employees at PT XYZ company. This study uses quantitative methods and non-probability sampling techniques, where samples taken using purposive sampling totalling 130 employees. Data was collected using a questionnaire with a Likert scale which was then analyzed using the Partial Least Squares – Structural Equation Modeling (PLS-SEM) technique on SmartPLS 3.0 software. The results of the study prove that organizational commitment has no effect on employee motivation and performance, while employee empowerment and reward and punishment have a positive influence on employee motivation and performance. The importance of implementing employee empowerment and reward and punishment will create a high level of motivation and performance for employees if it is carried out according to employee expectations.Bahasa Indonesia Abstrak: Penelitian ini bertujuan untuk mengetahui pengaruh reward dan punishment terhadap motivasi kerja dan komitmen organisasi karyawan pada perusahaan PT XYZ. Penelitian ini menggunakan metode kuantitatif dan teknik non-probability sampling, di mana sampel yang diambil menggunakan purposive sampling yang berjumlah 130 karyawan. Pengumpulan data dilakukan menggunakan kuesioner dengan skala Likert yang kemudian dianalisis menggunakan teknik Partial Least Squares – Structural Equation Modeling (PLS-SEM) pada software SmartPLS 3.0. Hasil penelitian membuktikan bahwa komitmen organisasi tidak berpengaruh terhadap motivasi dan kinerja karyawan, sedangkan employee empowerment serta reward dan punishment memiliki pengaruh positif terhadap motivasi dan kinerja karyawan. Pentingnya implementasi employee empowerment dan reward dan punishment akan menciptakan tingkat motivasi dan kinerja yang tinggi terhadap karyawan jika dilakukan sesuai harapan karyawan.
PENGARUH JOB INVOLVEMENT DAN JOB CHARACTERISTICS TERHADAP JOB OUTCOME MELALUI WORK ENGAGEMENT SEBAGAI VARIABEL MEDIASI PADA KARYAWAN PT XYZ [THE EFFECT OF JOB INVOLVEMENT AND JOB CHARACTERISTICS ON JOB OUTCOMES THROUGH WORK ENGAGEMENT AS A MEDIATING VARIABLE IN PT XYZ EMPLOYEES] Anam, Yeninda Yaumil; Ong, Daniel
Feedforward: Journal of Human Resource Vol 4, No 1: April 2024
Publisher : Universitas Pelita Harapan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.19166/ff.v4i1.7568

Abstract

The purpose of this research is to determine the effect of 1) Job Involvement on Job Outcome; 2) Job Involvement towards Work Engagement; 3) Job Characteristics on Job Outcomes; 4) Job Characteristics on Work Engagement; 5) Work Engagement towards Job Outcomes; 6) Work Engagement as a mediating variable between Job Involvement and Job Outcome; and 7) Work Engagement as a mediating variable between Job Characteristics and Job Outcomes. The respondents to this research are employees who work at PT. XYZ. The method used in this research is a quantitative method, using data collection in the form of an online questionnaire. The data collection technique in this research uses a non-probability sampling technique with a convenience sampling method, where the respondents are only employees who work at PT. XYZ. The number of samples used in this research was 200 respondents. Statistical data analysis in this research uses Structural Equation Modeling where data processing uses the SmartPLS 3.2.9 application. The results obtained from this research are 1) Job Involvement has a positive effect on Job Outcome; 2) Job Involvement has a positive effect on Work Engagement; 3) Job Characteristics have a positive effect on Job Outcomes; 4) Job Involvement has a positive effect on Work Engagement; 5) Work Engagement has a positive effect on Job Outcome; 6) Job Involvement has a positive influence on Job Outcomes through Work Engagement as a mediating variable; and 7) Job Characteristics have a positive influence on Job Outcomes through Work Engagement as a mediating variable.Bahasa Indonesia Abstrak: Tujuan dari penelitian ini untuk mengetahui pengaruh 1) Job Involvement terhadap Job Outcome, 2) Job Involvement terhadap Work Engagement, 3) Job Characteristics terhadap Job Outcome, 4) Job Characteristics terhadap Work Engagement, 5) Work Engagement terhadap Job Outcome, 6) Work Engagement sebagai variabel mediasi antara Job Involvement terhadap Job Outcome, 7) Work Engagement sebagai variabel mediasi antara Job Characteristics terhadap Job Outcome. Responden dari penelitian ini adalah karyawan yang bekerja di PT XYZ. Metode yang digunakan dalam penelitian ini adalah metode kuantitatif, dengan menggunakan pengumpulan data berupa kuesioner secara online. Teknik pengambilan data dalam penelitian ini menggunakan teknik nonprobability sampling dengan metode convenience sampling, dimana responden hanyalah karyawan yang bekerja di PT XYZ. Jumlah sampel yang digunakan dalam penelitian ini adalah 200 responden. Analisis data statistik dalam penelitian ini adalah menggunakan Structural Equation Modelling dimana pegolahan data menggunakan aplikasi SmartPLS 3.2.9 Hasil yang diperoleh dari penelitian ini adalah 1) Job Involvement berpengaruh positif terhadap Job Outcome, 2) Job Involvement berpengaruh positif terhadap Work Engagement, 3) Job Characteristics berpengaruh positif terhadap Job Outcome, 4) Job Involvement berpengaruh positif terhadap Work Engagement, 5) Work Engagement berpengaruh positif terhadap Job Outcome, 6) Job Involvement memiliki pengaruh positif terhadap Job Outcome melalui Work Engagement sebagai variabel mediasi, 7) Job Characteritics memiliki pengaruh positif terhadap Job Outcome melalui Work Engagement sebagai variabel mediasi.
EFEK MOTIVASI KERJA DAN KEPUASAN KERJA PADA KINERJA KARYAWAN YANG DIMEDIASI OLEH KETERIKATAN KARYAWAN PADA PT. ABC [THE EFFECT OF WORK MOTIVATION AND JOB SATISFACTION ON EMPLOYEE PERFORMANCE MEDIATED BY EMPLOYEE ENGAGEMENT AT PT. ABC] Ong, Daniel; Adriani Ajeng Dewi Putri Prabowo
Feedforward: Journal of Human Resource Vol. 5 No. 1: April 2025
Publisher : Universitas Pelita Harapan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.19166/ff.v5i1.9587

Abstract

This study aims to examine the influence of work motivation, job satisfaction, and employee engagement on employee performance at an IT consulting company, PT ABC. A quantitative research method was employed, using a non-probability sampling technique. The entire population of 109 employees was selected through a census (saturated) sampling approach. Data was collected via questionnaires using a likert scale and analyzed with Partial Least Squares - Structural Equation Modeling (PLS-SEM) using SmartPLS 3.0 software. The study was motivated by a slight increase in the company's Key Performance Indicator (KPI), which rose from 3.2 in 2022 to 3.3 in 2023, indicating a potential influence of human resource factors on performance improvement. The results indicate that both work motivation and job satisfaction have a positive effect on employee performance. Furthermore, employee engagement plays a significant partial mediating role in strengthening the relationship between motivation and job satisfaction with performance. These findings highlight the importance of implementing strategies that enhance motivation, satisfaction, and engagement to drive optimal employee performance within the organization. Abstrak Bahasa Indonesia: Penelitian ini bertujuan untuk menganalisis pengaruh motivasi kerja, kepuasan kerja, dan keterikatan karyawan terhadap kinerja karyawan pada perusahaan konsultan IT, PT ABC. Metode yang digunakan adalah metode kuantitatif dengan teknik non-probability sampling, di mana seluruh populasi sebanyak 109 karyawan dijadikan sampel melalui pendekatan sampel jenuh. Pengumpulan data dilakukan menggunakan kuesioner berskala likert dan dianalisis dengan teknik Partial Least Squares - Structural Equation Modeling (PLS-SEM) menggunakan software SmartPLS 3.0. Penelitian ini dilatarbelakangi oleh adanya peningkatan Key Performance Indicator (KPI) perusahaan dari angka 3,2 pada tahun 2022 menjadi 3,3 pada tahun 2023, yang mengindikasikan adanya kemungkinan kontribusi faktor sumber daya manusia terhadap perbaikan kinerja. Hasil penelitian menunjukkan bahwa motivasi kerja dan kepuasan kerja berpengaruh positif terhadap kinerja karyawan. Selain itu, keterikatan karyawan berperan sebagai mediator parsial yang signifikan dalam memperkuat hubungan antara motivasi dan kepuasan kerja terhadap kinerja. Temuan ini menegaskan pentingnya strategi organisasi dalam meningkatkan motivasi, kepuasan, dan keterikatan karyawan guna mendorong kinerja yang optimal di lingkungan perusahaan.
PENGARUH GAYA KEPEMIMPINAN ETIS, KOMITMEN NORMATIF, DAN MOTIVASI KERJA TERHADAP PERFORMA PEKERJA DI YAYASAN XYZ [THE INFLUENCE OF ETHICAL LEADERSHIP STYLE, NORMATIVE COMMITMENT, AND WORK MOTIVATION ON WORKER PERFORMANCE AT XYZ FOUNDATION] Alatas, Thania; Kui, Daniel Ong Kim; Pramono, Rudy
Feedforward: Journal of Human Resource Vol. 4 No. 2: September 2024
Publisher : Universitas Pelita Harapan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.19166/ff.v4i2.8718

Abstract

This research aims to identify the influence of ethical leadership, normative commitment and work motivation on employee performance. This research uses quantitative methods. Data was collected to test the hypothesis and used purposive sampling where the respondents are workers at the XYZ foundation. The sample for this research consisted of 120 respondents. The statistical analysis method used in this research is Smart PLS 4.0 software. This research found that the ethical leadership style has a positive effect on the performance of workers at the XYZ foundation. This shows that the better ethical leadership implemented will be able to improve employee performance, while normative commitment does not have a positive effect on employee performance at the XYZ foundation. The results of this research also show that normative commitment has no effect on worker performance, the rise and down of normative commitment cannot affect worker performance, and work motivation has a positive effect on worker performance at the XYZ foundation, meaning that the greater work motivation will be able to improve an employee's performance.Abstrak Bahasa Indonesia: Penelitian ini bertujuan mengidentifikasi pengaruh gaya kepemimpinan etis, komitmen normatif dan motivasi kerja terhadap performa pekerja. Penelitian ini menggunakan metode kuantitatif. Data dikumpulkan untuk menguji hipotesis dan menggunakan purposive sampling dimana responden adalah pekerja di yayasan XYZ. Sampel penelitian ini berjumlah 120 responden. Metode analisis statistik yang digunakan dalam penelitian ini menggunakan software Smart PLS 4.0. Hasil penelitian ini mendapati bahwa gaya kepimpinan etis berpengaruh positif terhadap performa pekerja di yayasan XYZ. Hal ini menunjukkan bahwa semakin baik kepemimpinan etis yang diterapkan akan dapat meningkatkan peforma pekerja, sedangkan komitmen normatif tidak berpengaruh positif pada performa pekerja di yayasan XYZ. Hasil penelitian ini juga menunjukkan bahwa komitmen normatif tidak berpengaruh terhadap performa pekerja, naik turunnya komitmen normatif tidak dapat mempengaruhi performa pekerja, dan motivasi kerja berpengaruh positif terhadap performa pekerja di yayasan XYZ, artinya semakin besar motivasi kerja akan dapat meningkatkan performa seorang karyawan.
Co-Authors Adriani Ajeng Dewi Putri Prabowo Alatas, Thania Anam, Yeninda Yaumil Anton Wachidin Widjaja Christie, Olivia Brenda Fadhilah Agustya Heren, Langisa Hutabarat, Zoel Innocentius Bernarto, Innocentius Juanna Judith Huliselan, Juanna Judith Luki Arlita Anggraini Pamungkas, Yohanes Farrel Pramono, Rudy Yohana F. Cahya Palupi Meilani