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All Journal IJHCM (International Journal of Human Capital Management) Journal of Management and Leadership Al-Isyraq: Jurnal Bimbingan, Penyuluhan, dan Konseling Islam Jurnal Fakultas Ilmu Keislaman UNISA Kuningan EduInovasi: Journal of Basic Educational Studies Jurnal Impresi Indonesia Journal Of World Science Jurnal Akuntansi, Ekonomi dan Manajemen Bisnis Jurnal Multidisiplin Madani (MUDIMA) Media Bina Ilmiah Eduvest - Journal of Universal Studies Jurnal Ilmiah Manajemen dan Akuntansi Jurnal Akuntansi, Ekonomi dan Manajemen Bisnis
budiantoro, Anandha
Universitas Tanri Abeng
Religion Aerospace Engineering Humanities Civil Engineering, Building, Construction & Architecture Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Engineering Health Professions Industrial & Manufacturing Engineering Law, Crime, Criminology & Criminal Justice Neuroscience Social Sciences Other

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PENGARUH KEPEMIMPINAN TRANSFORMASIONAL DAN BUDAYA ORGANISASI TERHADAP ETOS KERJA DOSEN PERGURUAN TINGGI ISLAM DI LLDIKTI WILAYAH IV JAWA BARAT INDONESIA Saepudin; Dicky Fauzi Firdaus; Ika Kartika; Iim Suryahim; Juliana; Wiwi Uswatiyah; Anandha Budiantoro
Jurnal Fakultas Ilmu Keislaman UNISA Kuningan Vol. 3 No. 3 (2022): JURNAL FAKULTAS ILMU KEISLAMAN UNISA KUNINGAN
Publisher : Jurnal Fakultas Ilmu Keislaman UNISA Kuningan

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

Penelitian ini bertujuan untuk mengetahui dan menganalisis tentang pengaruh kepemimpinan transformasional dan budaya organisasi terhadap etos kerja Dosen Perguruan Tinggi Islam LLDIKTI Wilayah IV Jawa Barat. Penelitian ini menggunakan metode penelitian kuantitatif dengan teknik survey untuk menjawab uji hipotesis yang telah dirumuskan. Responden penelitian berjumlah sebanyak 120 dosen, teknik pengambilan sampel yang digunakan dalam penelitian ini adalah teknik cluster random sampling. Kuesioner kepemimpinan transformasional, budaya organisasi dan etos kerja divalidasi dengan rumus korelasi product moment, sedangkan reliabilitas diukur dengan rumus Alpha Cronbach. Pengujian hipotesis dalam penelitian ini menggunakan SEM PLS. Hasil penelitian menunjukkan bahwa kepemimpinan transformasional berpengaruh langsung dan signifikan terhadap etos kerja dosen, budaya organisasi berpengaruh langsung positif dan signifikan terhadap etos kerja dosen. Kepemimpinan transformasional berpengaruh langsung dan signifikan terhadap budaya organisasi. Sehingga untuk meningkatkan etos kerja dosen dapat dilakukan dengan meningkatkan efektifitas kepemimpinan transformasional dan budaya organisasi yang kondusif
KINERJA KARYAWAN DI PT INDOFARMA TBK: APAKAH DIPENGARUHI OLEH RESTRUKTURISASI ORGANISASI DAN BUDAYA ORGANISASI DENGAN KEPUASAN SEBAGAI VARIABEL INTERVENING Safita, Siti Hajar Nur; Budiantoro, Anandha
Al-Isyraq: Jurnal Bimbingan, Penyuluhan, dan Konseling Islam Vol 7, No 1 (2024): Maret
Publisher : PABKI (Perkumpulan Ahli Bimbingan dan Konseling Islam) Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59027/alisyraq.v7i1.551

Abstract

The condition that the company's performance is currently declining and improvements are needed, one of which is human resources. Steps to restructure the organization and implement an optimal organizational culture are the choices implemented at PT Indofarma Tbk. Organizational restructuring and employee organizational culture can influence employee performance and job satisfaction. The purpose of this research is to determine the direct influence of organizational restructuring, organizational culture and job satisfaction on employee performance as well as the direct influence of organizational restructuring and organizational culture on job satisfaction. The purpose also to determine the indirect influence of organizational restructuring and organizational culture on employee performance through job satisfaction. This is quantitative research with  data obtained from research samples were analyzed according to statistical methods using SEM-PLS. The sampling technique with cluster random sampling at PT Indofarma Tbk, namely 260 respondents using a questionnaire. The research results stated hypothesis was accepted, there was a direct influence on organizational culture variables of 42.6%, job satisfaction of 21.1% on employee performance, there was a direct influence of organizational restructuring of 31.1% and organizational culture of 50.5% on job satisfaction. at PT Indofarma Tbk. However, the hypothesis was rejected with a result of 1.1%, indicating that organizational restructuring had no direct effect on employee performance at PT Indofarma Tbk. Furthermore, the hypothesis is accepted that there is an indirect influence on organizational restructuring of 6.6% and organizational culture of 10.7% on employee performance through job satisfaction at PT Indofarma Tbk.
The Influence of Psychological Safety, Transformational Leadership on Employee Engagement of the Company through the Meaning of Work Prihartati, Ika; Agung Priambodo, Ervin; Budiantoro, Anandha
Journal of World Science Vol. 2 No. 9 (2023): Journal of World Science
Publisher : Riviera Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58344/jws.v2i9.412

Abstract

The success of organizational goals can be achieved effectively when supported by employees who have a deep commitment to the organization. Strong Employee Engagement will drive motivation, enhance productivity, foster harmonious relationships, and provide significant benefits to both parties. This research aims to understand and analyze the influence of psychological safety and transformational leadership on employee engagement through work meaning. The research methodology used a quantitative descriptive approach. Data collection was done through a questionnaire that assessed employee behaviors in the workplace, their interpretations, and interactions as leaders or subordinates in the organizational context. This study was conducted at PT Bio Farma (Persero) in Bandung, involving 253 respondents. Path analysis was used to evaluate hypotheses based on data collected from a 46-statement questionnaire. The results of this research indicate that good Psychological Safety, effective Transformational Leadership, and the presence of meaning in work (Work Meaning) play crucial roles in enhancing Employee Engagement at PT Bio Farma. Specifically, Psychological Safety and Work Meaning have the most significant direct impact on the level of employee engagement, each accounting for 65% and 60%, respectively. The findings of this research have important implications for companies looking to enhance employee engagement by focusing on psychological safety and promoting a transformational leadership style that facilitates meaningful work for employees.
The Influence of Women's Leadership and Communication Style on Employee Engagement at PT Biofarma Marsendah, Dea; Budiantoro, Anandha; Samryn, L.M
Journal of World Science Vol. 2 No. 11 (2023): Journal of World Science
Publisher : Riviera Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58344/jws.v2i11.476

Abstract

This research aims to study the influence of transformational leadership style on employee engagement, mediated by the practice of subordinate communication styles with women as their direct superiors. The research method employed is quantitative in nature. Data were collected online at PT Biofarma by distributing a questionnaire comprising 40 questions. Purposive sampling was used to ensure specific conditions were met before respondents were considered eligible to fill out the questionnaire. Once all the data were collected, the study applied the SPSS method, which included correlation analysis, regression analysis, and ANOVA tables. The research results indicate that women's transformational leadership significantly impacts employee engagement through communication styles. According to the findings, there is a positive correlation between transformational leadership style and both employee engagement and communication style. Employee engagement and communication style also exhibit a positive correlation. The implications of this research underscore the need for the development of effective women leadership through training, mentoring, or specialized leadership development programs to enhance employee engagement. This study can aid in recognizing women's significant contributions in improving employee engagement, potentially leading to policies promoting recognition, promotion, or increased gender equality in organizational leadership.
ANALISIS PENGARUH PERSEPSI, KEPUASAN, DAN KETERIKATAN KARYAWAN TERHADAP EFEKTIVITAS PENERAPAN HUMAN RESOURCES INFORMATION SYSTEMDI PT KAWASAN BERIKAT NUSANTARA Dewi Susanti; Anandha Budiantoro
Jurnal Ilmiah Manajemen dan Akuntansi Vol. 1 No. 3 (2024): Mei : Jurnal Ilmiah Manajemen dan Akuntansi
Publisher : CV. Denasya Smart Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.69714/3aj6e532

Abstract

PT Kawasan Berikat Nusantara (KBN) is a company that implements HRIS as a human resource management tool. However, the effectiveness of implementing HRIS can be influenced by several factors, such as employee perception, satisfaction and engagement with this system. Employee perceptions of HRIS are very important because they can influence the acceptance and use of this system. If employees have a positive perception of HRIS, they will be more accepting and use this system effectively. The research results show that employee perceptions have a direct positive effect on the effectiveness of implementing the Human Resources Information System (EP) with a path coefficient value of 0.646 or 64.6 percent. Apart from that, employee satisfaction also has a direct positive effect on the effectiveness of implementing the Human Resources Information System (EP) with a path coefficient value of 0.132 or 13.2 percent. And employee engagement has a direct positive effect on the effectiveness of implementing the Human Resources Information System (EP) with a path coefficient value of 0.099 or 9.9 percent.
ANALISIS PENGARUH KUALITAS SISTEM DAN KUALITAS LAYANAN SHARED SERVICES CENTER HUMAN CAPITAL DAN PROCUREMENT MELALUI DYNAMIC CAPABILITIES VIEW TERHADAP VALUE CREATION Ikhwanoel Ikhwanoel; Anandha Budiantoro
Jurnal Akuntansi, Ekonomi dan Manajemen Bisnis Vol. 4 No. 1 (2024): Maret : Jurnal Akuntansi, Ekonomi dan Manajemen Bisnis
Publisher : Lembaga Pengembangan Kinerja Dosen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/jaemb.v4i1.2984

Abstract

This research was conducted to assess the value creation that can be obtained by companies by using the system quality and service quality of the Shared Services Center Human Capital and Procurement to support the company's business processes both financially and strategically, being able to separate the roles of supporting functions that have competence, capability and technical mastery high in assisting routine, repetitive and high-volume work processes as well as being effective and efficient in separating tactical and low-value tasks from strategic and higher-value tasks, so as to increase the company's dynamic capabilities view in implementing strategic management and capabilities organization to adapt to rapid and dynamic changes in the market environment and be able to provide services to internal and external customers in an end-to-end process, cost-effective, flexible and of high quality. Hypothesis testing in this research uses primary data by distributing questionnaires using non-probability sampling with a purposive sampling technique to 240 respondents from 5.298 all SSC Human Capital and Procurement service users using a Structural Equation Model approach based on Partial Least Square with the smartPLS version 3.0 program.
DETERMINANTS OF OUTSOURCED EMPLOYEE PERFORMANCE: THE ROLES OF SUPERVISORY LEADERSHIP STYLE, WORK DISCIPLINE, AND WORK MOTIVATION Ananda Oktaviani; Rizky Octavianda; Agung Priyono; Anandha Budiantoro
Journal of Management and Leadership Vol. 9 No. 1 (2026): Vol. 9, No. 1, May 2026
Publisher : Management and Leadership Study Programme

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47970/jml.v9i1.1214

Abstract

This study aims to examine the influence of supervisory leadership style, work discipline, and work motivation on the performance of outsourced employees at PT Pertamina Retail South Tangerang Area. A descriptive quantitative approach with a survey method was employed. Data were collected through Likert-scale questionnaires distributed to 34 outsourced employees selected using simple random sampling. Data analysis was conducted using SPSS, including validity and reliability tests, classical assumption tests, and multiple linear regression analysis. Hypothesis testing was performed using t-tests, F-tests, and the coefficient of determination (R²). The findings reveal that supervisory leadership style, work discipline, and work motivation partially and simultaneously exert a positive and significant effect on employee performance. Work discipline emerged as the most dominant variable, with a Beta coefficient of 0.657. The R² value of 0.898 indicates that the three independent variables explain 89.8% of the variance in employee performance. These findings highlight the importance of effective leadership practices, consistent work discipline, and enhanced employee motivation in improving workforce performance and service quality within the increasingly competitive energy retail industry.
STRATEGIC MANAGEMENT OF COMMUNITY-BASED EDUCATION ORGANIZATIONS IN RURAL PAPUA A CASE STUDY OF YAYASAN HANO WENE INDONESIA Neas Wanimbo; Awang Darmawan Putra; Anandha Budiantoro
Journal of Management and Leadership Vol. 9 No. 1 (2026): Vol. 9, No. 1, May 2026
Publisher : Management and Leadership Study Programme

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47970/jml.v9i1.1219

Abstract

Abstract Education remains a major challenge in rural Papua due to geographical barriers, limited educational infrastructure, shortages of qualified teachers, and the lack of culturally relevant educational approaches for indigenous communities. Community-based education organizations have emerged as important actors in addressing these challenges and expanding educational access in remote areas. Despite the growing body of literature on strategic management, existing studies have predominantly focused on business organizations, urban non-governmental organizations, and formal educational institutions, while limited attention has been given to community-based education organizations operating within indigenous contexts in rural Papua. This study aims to analyze the strategic management practices of Yayasan Hano Wene Indonesia, a community-based education organization serving indigenous communities in rural Papua. The study employs a qualitative case study approach using interviews, observations, documentation, and literature review as data collection methods. Resource-Based Theory (RBT) and the VRIO Framework are applied to identify and evaluate the organization’s strategic resources. The findings reveal that the organization’s primary strengths are derived from intangible resources, including community trust, cultural knowledge, social networks, field experience, and volunteer commitment. The VRIO analysis demonstrates that community trust, local cultural understanding, and strong social relationships constitute sustainable strategic advantages because they are valuable, rare, difficult to imitate, and effectively organized within the institution. The findings also highlight the significant influence of indigenous Papuan cultural contexts on organizational strategy and decision-making processes. This study contributes to the strategic management literature by extending the application of Resource-Based Theory and the VRIO Framework to community-based education organizations operating in indigenous settings. Practically, the findings provide insights for community organizations, policymakers, and educational stakeholders seeking to strengthen sustainable and culturally responsive education initiatives in rural and indigenous communities. Keywords: Strategic Management, Community-Based Education, Resource-Based Theory, VRIO Framework, Indigenous Education, Papua
Change Management And Employee Engagement Impact To Transformational Lead-ership And Organizational Restructuring Processes At PT. XZ Dwitya Tanti Wigraha; Anandha Budiantoro
Eduvest - Journal of Universal Studies Vol. 4 No. 6 (2024): Journal Eduvest - Journal of Universal Studies
Publisher : Green Publisher Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59188/eduvest.v4i6.1213

Abstract

As an Agent of Development and an extension of the hands of the government, BUMN provides significant influence both for the development of the national economy, as well as providing services in meeting the needs of the community. The establishment of the BUMN Holding is a strategic government effort to regulate the management of the company following its affiliation. On April 11, 2018, the government through the Ministry of BUMN formed the Oil and Gas Holding (Migas), and PT XZ became one of its subholdings. This study aims to identify and study the impact of change management and employee attachment on transformational leadership and the process of organizational restructuring at PT XZ, during the holding process. The research method is quantitative through a questionnaire conducted against the employees of PT XZ of 220 respondents, with the method of data analysis using the program Analysis of Moment Structure (AMOS) 26.0. The results of the research show that: 1) change management has a significant influence on transformational leadership, 2) employee engagement has a meaningful influence upon transformational leadership, 3) change management have a significant impact on the process of organizational restructuring, 4) employee engagement has a significant influence over the organization's restructural process, and 5) transformation leadership has a signifying impact on organization restructuration process.
Pengaruh Budaya Organisasi dan Pelatihan Karyawan Terhadap Loyalitas Karyawan dengan Kepuasan Kerja Sebagai Variabel Moderasi (Studi Kasus Pada PT Haritsa Pipa Rezeki) Tegar Prajaksa; Anandha Budiantoro
Jurnal Impresi Indonesia Vol. 4 No. 10 (2025): Jurnal Impresi Indonesia
Publisher : Riviera Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58344/jii.v4i10.7103

Abstract

PT Haritsa Pipa Rezeki, perusahaan ritel perlengkapan bayi di Sumatera Utara dan Aceh, menghadapi tantangan tingginya tingkat turnover karyawan yang mencapai 32%-36% pada periode 2022-2024. Fenomena ini berdampak signifikan terhadap biaya operasional, konsistensi layanan, dan kinerja organisasi secara keseluruhan, sehingga diperlukan identifikasi faktor-faktor strategis yang dapat membangun loyalitas karyawan secara berkelanjutan. Penelitian ini bertujuan untuk menganalisis pengaruh budaya organisasi dan pelatihan karyawan terhadap loyalitas karyawan serta mengevaluasi peran kepuasan kerja sebagai variabel moderasi pada PT Haritsa Pipa Rezeki, sebuah perusahaan ritel perlengkapan bayi di Sumatera Utara dan Aceh yang mengalami tantangan dalam mempertahankan loyalitas karyawan. Penelitian ini menggunakan pendekatan kuantitatif dengan metode survei dan desain eksplanatori. Data dikumpulkan dari 154 karyawan tetap yang telah bekerja minimal satu tahun, melalui kuesioner daring berbasis Google Forms. Teknik analisis yang digunakan meliputi analisis deskriptif dan analisis inferensial menggunakan pendekatan Partial Least Squares Structural Equation Modeling (PLS-SEM). Hasil penelitian menunjukkan bahwa budaya organisasi dan pelatihan karyawan masing-masing berpengaruh positif dan signifikan terhadap loyalitas karyawan. Namun, kepuasan kerja tidak terbukti memoderasi hubungan antara budaya organisasi maupun pelatihan terhadap loyalitas. Temuan ini menegaskan bahwa loyalitas lebih dipengaruhi oleh intervensi manajerial langsung dibandingkan kondisi psikologis karyawan. Implikasi dari penelitian ini adalah pentingnya perusahaan menetapkan kebijakan penguatan budaya organisasi dan pengembangan pelatihan sebagai strategi utama retensi karyawan. Sistem monitoring loyalitas dan pelatihan berbasis kompetensi disarankan untuk mendukung kebijakan yang lebih terukur.
Co-Authors Agung Priambodo, Ervin AGUNG PRIYONO Ananda Oktaviani dewi susanti Dicky Fauzi Firdaus Dwitya Tanti Wigraha Iim Suryahim Ika Kartika Ika Kartika Ika Kartika Ikhwanoel Ikhwanoel Ikhwanoel Ikhwanoel Juliana Juliana Junaedi Junaedi Khaerul Ismed Khairul Ismed Ma'ruf Akbar Maeka, Lita Marsendah, Dea Neas Wanimbo Osly Usman Prihartati, Ika Putra, Awang Darmawan Rizky Octavianda Saepudin Saepudin Saepudin Saepudin Safita, Siti Hajar Nur Samryn, L.M Sasmito, Paidi Wagiono Suhartono, Undi Sukarna Sukarna Sularno, Agus Suryadi, Darin Tegar Prajaksa Wibowo Wiwi Uswatiyah WS, Paidi