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All Journal Jurnal Manajemen Bisnis Jurnal Sosioteknologi Jurnal Maneksi (Management Ekonomi Dan Akuntansi) Syntax Literate: Jurnal Ilmiah Indonesia Jurnal Ekonomi Manajemen Sistem Informasi Community Engagement and Emergence Journal (CEEJ) Management Studies and Entrepreneurship Journal (MSEJ) Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik Jurnal Ilmu Administrasi: Media Pengembangan Ilmu dan Praktek Administrasi Jurnal Ekonomi Efektif Daengku: Journal of Humanities and Social Sciences Innovation Jurnal Bisnis, Ekonomi, dan Sains Jurnal Perspektif Pembiayaan dan Pembangunan Daerah Jurnal Ilmu Multidisplin Jurnal Manajemen dan Pemasaran Jasa Jurnal Ilmiah MEA (Manajemen, Ekonomi, dan Akuntansi) Journal Research of Social Science, Economics, and Management Jurnal Ilmu Administrasi: Media Pengembangan Ilmu dan Praktek Administrasi Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah Jurnal Abdimas Multidisiplin
Neuneung Ratna Hayati, Neuneung Ratna
Universitas Widyatama
Agriculture, Biological Sciences & Forestry Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Engineering Environmental Science Health Professions Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Public Health Social Sciences Other

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Komitmen Organisasional: Definisi, Antecedents, dan Isu-Isu Penelitian Hayati, Neuneung Ratna
Jurnal Manajemen Bisnis Vol. 5 No. 1: March 2014
Publisher : Universitas Muhammadiyah Yogyakarta

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

Abstract

Study of organizational commitment is an important issue and relevant in today’s work environment. There is some shifting issues: (1) The debate for definitions and dimensions which forming commitments (1970-1980); (2) behavior exploration influenced by commitment (1990s); (3) the measurement of other factors that are directly or indirectly associated with the commitment - as moderated and / or mediated, also act as variables control (2000); and (4) involve an element of culture, the role of the foci, the use of multi-dimensional as a result of rapid changes in the borderless environment that causes individual easy to interact to get relevant information. This article is divided into four sections: (a) definition of organizational commitment; (b) the antecedents of organizational commitment; (c) organizational commitment research to turnover using social learning theory; and (d) issues for further research.
Does grit reduce job-hopping intentions? Evidence from millennial industrial workers in Purwakarta, Indonesia Sutisna, Deden; Hayati, Neuneung Ratna; Marinda, Vina Silviani
Jurnal Perspektif Pembiayaan dan Pembangunan Daerah Vol. 13 No. 3 (2025): Jurnal Perspektif Pembiayaan dan Pembangunan Daerah
Publisher : Program Magister Ilmu Ekonomi Pascasarjana Universitas Jambi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22437/ppd.v13i3.40256

Abstract

This study examines the relationship between grit and job-hopping intention among millennial employees in the industrial sector of Purwakarta Regency, West Java, Indonesia. Millennials are often considered a challenging generation to manage due to their dynamic work behavior and tendency to change jobs frequently. Using a quantitative approach, data were collected through 100 questionnaires from industrial workers and analyzed using validity, reliability, regression, correlation, and determination tests. The results revealed that grit among respondents was relatively low, while job-hopping intention was relatively high. Regression analysis confirmed that grit had a significant negative effect on job-hopping intention, indicating that employees with higher perseverance and resilience were less likely to intend to leave their jobs. The coefficient of determination indicated that grit explained 22.6% of the variation in job-hopping intention, with the remainder influenced by other factors, such as compensation, career opportunities, and work–life balance. These findings suggest that organizational strategies to strengthen grit, combined with supportive labor market policies, are crucial for reducing turnover intentions and enhancing workforce stability in the industrial sector.
Perceived overqualification and turnover intention: The moderating role of leader support and cynicism Hayati, Neuneung Ratna; Salsabil, Imanirrahma; Wibowo, Amin; Utomo, Kabul Wahyu; Usman Mika’il Usman
Jurnal Manajemen dan Pemasaran Jasa Vol. 17 No. 2 (2024): September
Publisher : Lembaga Penerbit Fakultas Ekonomi dan Bisnis

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.25105/v17i2.19782

Abstract

This study aims to determine the relationship between perceived overqualification and turnover intention, exploring the gap in existing research by focusing on leader support and individual cynicism as context-specific influences on this relationship. This study uses a quantitative survey involving 135 respondents chosen explicitly from the service sector, including culinary, technology and IT, hospitality, and creative businesses spread across Indonesia. The empirical findings found that perceived overqualification can increase turnover intention, and this effect will be more substantial when individuals have cynicism toward the organization. However, when individuals feel supported by leaders, the effect becomes weaker. The results of this study suggest interventions can be made through leader support to weaken individual factors, specifically employee cynicism, which can amplify the adverse behavioral effects of employees' perceived over-qualifications.  The findings must be generalized cautiously, including the potential for common method bias. This paper explains the interaction between perceived overqualification, turnover intention, leader support, and individual cynicism. The results contribute to the organizational psychology literature using the lens of person-job and person-organization fit theories.
Media Sosial di Tempat Kerja Saat dan Pasca Pandemi Covid-19 : Sebuah Tinjauan Literatur Sistematis Aji Buana, Dwinto Martri; Rahmayanti, Rima; Hayati, Neuneung Ratna; Sukandi, Pipin; Sofyandi, Herman; Agustriyana, Darwis; Aji Soedjai, Achmad Drajat
Jurnal Sosioteknologi Vol. 24 No. 1 (2025): MARCH 2025
Publisher : Fakultas Seni Rupa dan Desain ITB

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5614/sostek.itbj.2025.24.1.2

Abstract

Social media in the workplace is a contemporary phenomenon that plays a crucial role in various aspects of organizational life. However, its dynamics during the COVID-19 pandemic and the subsequent new normal have been rarely explored in the literature. This study aims to fill this gap by analyzing existing literature on social media usage in the workplace during these unprecedented times. We systematically identified and reviewed selected publications from the Web of Science (WOS) and Scopus databases. Through an in-depth investigation, we elucidate the dynamics of social media amidst a crisis that has impacted all facets of life. The results of this study not only reveal, summarize, and critically examine various social media phenomena in the workplace during the COVID-19 pandemic and the new normal period but also highlight their implications for future research. Our findings suggest several promising avenues for further exploration, emphasizing the need for a deeper understanding of this topic. The paper concludes with recommendations for future research opportunities that could enhance our comprehension of social media’s role in the evolving workplace landscape.
Pengaruh Promosi Jabatan dan Kompensasi Terhadap Kepuasan Kerja Karyawan Menurut Persepsi PT. Daenong Global Effendi, Naufal; Hayati, Neuneung Ratna
Syntax Literate Jurnal Ilmiah Indonesia
Publisher : Syntax Corporation

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36418/syntax-literate.v10i2.52294

Abstract

Penelitian ini bertujuan untuk menguji pengaruh promosi jabatan dan kompensasi terhadap kepuasan kerja karyawan menurut persepsi PT. Daenong Global. Sampel yang digunakan dalam penelitian ini adalah 101 karyawan PT. Daenong Global, yang dipilih secara acak. Metode penelitian yang diterapkan adalah kuantitatif, di mana kuesioner disebarkan kepada karyawan sebagai responden untuk mengumpulkan data. Teknik analisis data dilakukan dengan menggunakan aplikasi SPSS versi 27, yang memungkinkan pengujian hipotesis secara efektif. Hasil penelitian menunjukkan bahwa baik promosi jabatan maupun kompensasi memiliki pengaruh signifikan terhadap kepuasan kerja karyawan. Berdasarkan hasil uji koefisien determinasi, variabel independen ini mampu menjelaskan 98,4% variasi dalam kepuasan kerja karyawan, menunjukkan bahwa faktor-faktor tersebut sangat penting dalam menciptakan lingkungan kerja yang positif. Temuan ini memberikan wawasan berharga bagi manajemen perusahaan untuk merancang strategi yang lebih baik dalam pengembangan karir dan kebijakan kompensasi, guna meningkatkan kepuasan kerja dan produktivitas karyawan. Penelitian ini diharapkan dapat menjadi referensi bagi perusahaan lain yang ingin meningkatkan kepuasan kerja melalui kebijakan promosi dan kompensasi yang lebih efektif. Dengan demikian, penelitian ini berkontribusi pada pengembangan sumber daya manusia di perusahaan.
THE INFLUENCE OF ETHICAL LEADERSHIP ON EMPLOYEE VOICE BEHAVIOR WITH PSYCHOLOGICAL SAFETY AND AFFECTIVE COMMITMENT AS MEDIATING VARIABLES: (A STUDY ON EMPLOYEES OF PT BIO FARMA (PERSERO)) Asmara, Feriaini Rachmawati; Hayati, Neuneung Ratna
Jurnal Maneksi (Management Ekonomi Dan Akuntansi) Vol. 15 No. 1 (2026)
Publisher : Politeknik Negeri Ambon

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31959/jm.v15i1.3719

Abstract

Introduction: This study aims to analyze the influence of Ethical Leadership on Employee Voice Behavior with Psychological Safety and Affective Commitment as mediating variables at PT Bio Farma (Persero), an SOE undergoing significant organizational transformation. This research drew on internal survey results indicating low employee satisfaction with leadership responsiveness and declining motivation and trust, underscoring the need for leadership practices that promote openness and psychological security. Method: A quantitative survey was used, collecting data from 323 permanent employees, proportionally sampled from a population of 1,671. All measurement items met validity standards (r > 0.361) and showed high reliability (Cronbach’s Alpha > 0.70). Classical assumption tests covering normality, multicollinearity, and heteroscedasticity confirmed that the data fulfilled the requirements for regression analysis.Result: The results show that Ethical Leadership has a positive and significant effect on Employee Voice Behavior both directly and indirectly. Psychological Safety mediates this relationship by increasing employees’ perceived safety in expressing ideas, while Affective Commitment mediates it through stronger emotional attachment and identification with the organization. These findings indicate that ethical, fair, and transparent leadership behaviors encourage constructive employee voice. The managerial implication is that PT Bio Farma (Persero) should strengthen ethical leadership competencies and build a psychologically safe and emotionally engaging work environment to enhance employee voice during organizational transformation. Keywords: Affective Commitment, Ethical Leadership, Psychological Safety Voice Behavior
Pengaruh Kompleksitas Tugas Terhadap Perilaku Tidak Etis dengan Self-Monitoring Sebagai Pemoderasi: Studi pada Frontline Perbankan Witri, Wisang; Hayati, Neuneung Ratna
Community Engagement and Emergence Journal (CEEJ) Vol. 7 No. 2 (2026): Community Engagement & Emergence Journal (CEEJ)
Publisher : Yayasan Riset dan Pengembangan Intelektual

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37385/ceej.v7i2.10141

Abstract

Permasalahan perilaku tidak etis menjadi tantangan dalam konteks pekerjaan frontline perbankan yang ditandai oleh tuntutan kinerja yang tinggi serta kompleksitas prosedur kerja. Kondisi tersebut berpotensi menempatkan frontline pada situasi yang memerlukan pengambilan keputusan etis dalam pelaksanaan tugas. Namun, penelitian terdahulu masih terbatas dalam menjelaskan bagaimana kompleksitas tugas memengaruhi perilaku tidak etis serta peran mekanisme regulasi diri individu dalam konteks pekerjaan frontline perbankan di Indonesia. Penelitian ini bertujuan untuk menganalisis pengaruh kompleksitas tugas terhadap perilaku tidak etis pada frontline perbankan serta menguji peran self-monitoring dalam mengkondisikan hubungan tersebut. Data dikumpulkan melalui survei terhadap 156 frontline perbankan di wilayah Kota dan Kabupaten Bandung menggunakan teknik purposive sampling. Analisis data dilakukan menggunakan PLS-SEM. Hasil analisis deskriptif menunjukkan bahwa kompleksitas tugas, self-monitoring, dan perilaku tidak etis berada pada kategori sedang. Hasil pengujian model struktural menunjukkan bahwa kompleksitas tugas berperan dalam meningkatkan kecenderungan perilaku tidak etis. Selain itu, self-monitoring terbukti berperan dalam mengkondisikan hubungan antara kompleksitas tugas dan perilaku tidak etis dalam batas tertentu. Secara praktis, temuan penelitian ini menegaskan bahwa pengelolaan perilaku etis frontline perbankan tidak hanya perlu memperhatikan karakteristik pekerjaan yang kompleks, tetapi juga kapasitas regulasi diri individu sebagai mekanisme pengendalian internal dalam menghadapi tuntutan pekerjaan.
Employee Engagement and Organizational Trust in Millennial and Generation Z Employees: The Role of Psychological Well-Being Mediation and Transformational Leadership Perceptions in the Indonesian Formal Sector Yustica Ilhamsyah, Destuwinny; Hayati, Neuneung Ratna
Journal Research of Social Science, Economics, and Management Vol. 5 No. 6 (2026): Journal Research of Social Science, Economics, and Management
Publisher : Publikasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59141/jrssem.v5i6.1273

Abstract

Low employee trust in organizations is a challenge for Millennials and Generation Z, who currently dominate the workforce. Various reports show that these two generations tend to have lower levels of organizational trust than previous generations, along with increasing expectations regarding the meaning of work, supportive work relationships, transparency, and empathetic leadership styles. However, previous studies have been limited in explaining the psychological mechanisms that link employee engagement to organizational trust in the context of the younger generation in Indonesia. This study aims to analyze the influence of employee engagement on organizational trust with psychological well-being and perceptions of transformational leadership as mediating variables among Millennial and Generation Z employees working in the formal sector. This study uses a quantitative approach with the PLS-SEM method on 207 respondents. The results show that employee engagement does not directly form organizational trust but has a significant effect through psychological well-being and perceptions of transformational leadership, which act as full mediators. These findings indicate that work engagement among the younger generation does not automatically build trust in the organization, but rather works through positive psychological experiences and perceptions of leadership quality. Practically, the results of this study emphasize the importance of managing employee engagement that is oriented towards strengthening psychological well-being and developing transformational leadership in order to build sustainable organizational trust.
Pengaruh Employee Engagement dan Work-Life Balance terhadap Disiplin Kerja Pegawai Dinas Tenaga Kerja dan Transmigrasi Provinsi Jawa Barat Fulki, Insan Fadilah; Hayati, Neuneung Ratna
Jurnal Ekonomi Manajemen Sistem Informasi Vol. 7 No. 3 (2026): Jurnal Ekonomi Manajemen Sistem Informasi (Januari - Februari 2026)
Publisher : Dinasti Review

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/jemsi.v7i3.7284

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh employee engagement dan work-life balance terhadap disiplin kerja pegawai Dinas Tenaga Kerja dan Transmigrasi Provinsi Jawa Barat. Penelitian ini menggunakan pendekatan kuantitatif dengan interpretasi deskriptif dan desain penelitian cross-sectional. Sampel penelitian terdiri dari 108 pegawai yang dipilih menggunakan teknik proportionate stratified random sampling. Pengumpulan data primer dilakukan melalui kuesioner, dengan teknik analisis data menggunakan regresi linier berganda. Hasil penelitian menunjukkan bahwa tingkat employee engagement dan work-life balance berada dalam kategori baik, sedangkan disiplin kerja berada pada kategori sangat baik. Hasil analisis juga menunjukkan bahwa employee engagement dan work-life balance berpengaruh positif dan signifikan terhadap disiplin kerja. Kedua variabel tersebut memiliki nilai koefisien determinasi sebesar 77,2%, yang menunjukkan daya jelas yang sangat kuat terhadap disiplin kerja pegawai. Namun demikian, penelitian ini memiliki keterbatasan, antara lain penggunaan desain cross-sectional serta ruang lingkup sampel yang terbatas pada satu instansi pemerintah, sehingga hasil penelitian belum dapat digeneralisasi secara luas. Penelitian selanjutnya disarankan untuk melibatkan lebih banyak instansi serta menggunakan desain longitudinal guna memperoleh pemahaman yang lebih komprehensif. Implikasi manajerial penelitian ini merekomendasikan penguatan keterikatan pegawai melalui program pelatihan dan coaching, optimalisasi keseimbangan kerja dan kehidupan melalui penerapan Employee Assistance Program (EAP), serta peningkatan konsistensi disiplin waktu kerja melalui mekanisme reward and punishment.
Pengaruh Gaya Kepemimpinan Transformasional Dan Transaksional Terhadap Kinerja Tenaga Kependidikan Di Universitas Kapuas Sintang Florensius Tijan; Nikolas Fajar Wuryaningrat; Neuneung Ratna Hayati
Management Studies and Entrepreneurship Journal (MSEJ) Vol. 6 No. 5 (2025): Management Studies and Entrepreneurship Journal (MSEJ)
Publisher : Yayasan Pendidikan Riset dan Pengembangan Intelektual (YRPI)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37385/msej.v6i5.9268

Abstract

Higher education plays a crucial role in producing competent human resources and improving workforce skills. To meet these expectations, all aspects of university operations, including administration, must run smoothly. However, there are issues related to the service and discipline of administrative staff, indicating unsatisfactory performance. This could be due to the inappropriate leadership style used. Therefore, this study aims to analyze the influence of transformational and transactional leadership styles on employee performance. The type of research used in this study is quantitative (deductive). This study used questionnaires distributed to 34 educational staff in the administrative and student services departments at Kapuas Sintang University. Transformational and transactional leadership styles were measured using the MLQ (Multifactor Leadership Questionnaire) instrument. Data analysis in this study used the Partial Least Squares (PLS) method. This study proves that Idealized Influence, Inspirational Motivation, Intellectual Stimulation, and Contingent Reward have a positive effect on employee performance. On the other hand, Individual Consideration and Management by Exception have no effect on employee performance.
Co-Authors Aisyah, Noor Aji Buana, Dwinto Martri Aji Soedjai, Achmad Drajat Amin Wibowo Asmara, Feriaini Rachmawati Buana, Dwinto Martri Aji Budiman, Rachmadi Yusuf Darwis Agustriyana, Darwis Deden Sutisna Dwinto Martri Aji Buana Effendi, Naufal Florensius Tijan Friska Andripasa Herman Sofyandi Indah Purnama Sari Insan Fadilah Fulki, Insan Fadilah Iskandar, Iqbal T Kabul Wahyu Utomo Marinda, Vina Silviani Meutia Muhammad Adwin Luthfian Noor Muhammad Fathin Mahdi Neneng Hikmah Nia Kurniasih Nikolas Fajar Wuryaningrat Pipin Sukandi R.Achmad Drajat Aji Sujai Rahma Tia Rahmayanti, Rima Salsabil, Imanirrahma Siti Hasanah Sofyandi, Herman Sujai, R.Achmad Drajat Aji Usman Mika’il Usman Witri, Wisang Yustica Ilhamsyah, Destuwinny