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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

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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

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.

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

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

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.

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

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.

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

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.

Pengaruh Work Life Balance dan Flexible Working Arrangement Terhadap Kepuasan Kerja dengan Employee Engagement dan Resilience Employee sebagai Variabel Moderasi (Studi Pada Pekerja Generasi Z di Kota Bandung) Muhamad Iqbal Ramadhan; Neuneung Ratna Hayati
JEMSI (Jurnal Ekonomi, Manajemen, dan Akuntansi) Vol. 12 No. 1 (2026): Februari 2026
Publisher : Sekretariat Pusat Lembaga Komunitas Informasi Teknologi Aceh

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35870/jemsi.v12i1.6031

This study analyze the effect of work-life balance and flexible working arrangements on job satisfaction among Gen-Z workers in Bandung, with employee engagement and employee resilience as moderating variables. Using a quantitative approach, 400 Generation Z workers (born 1997–2012) employed for a minimum of six months were surveyed. Data were analyzed using Partial Least Square–Structural Equation Modeling (PLS-SEM). The research show that both work-life balance and flexible working arrangements significantly increase job satisfaction. Employee engagement negatively moderates the work-life balance–job satisfaction relationship but positively moderates the flexible working arrangements–job satisfaction relationship. Employee resilience does not significantly moderate either relationship. These findings highlight the importance of organizational policies supporting work-life balance and workplace flexibility, coupled with strengthened employee emotional engagement, in enhancing job satisfaction for Gen-Z workers.

Pengaruh Emotional Quotient dan Spiritual Quotient Terhadap Employee Performance dengan Psychologycal Capital Sebagai Variabel Mediasi: Studi pada Frontliner Bank Woori Saudara Regional 2 Jawa Barat Indah Purnama Sari; Neuneung Ratna Hayati
Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah Vol. 8 No. 2 (2026): Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah
Publisher : Intitut Agama Islam Nasional Laa Roiba Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47467/alkharaj.v8i2.11237

This study is motivated by the need to improve frontliner performance in the banking sector amid service digitalization and increasing customer expectations. Bank Woori Saudara Regional 2 West Java faces performance challenges, particularly due to the dominance of frontliners with relatively short tenure. This study aims to examine the effect of Emotional Quotient (EQ) and Spiritual Quotient (SQ) on Employee Performance, with Psychological Capital (Psychological Capital) as a mediating variable. The theoretical framework is based on emotional intelligence, spiritual intelligence, employee performance, and Psychological Capital, which consists of self-efficacy, hope, optimism, and resilience. This research adopts a quantitative approach using a survey method. Primary data were collected through questionnaires distributed to 92 frontliners of Bank Woori Saudara Regional 2 West Java and analyzed using Sobel tests. The results show that EQ has no significant effect on Employee Performance, while SQ has a significant positive effect. Psychological Capital is unable to mediate the effect of EQ on Employee Performance, whereas Psychological Capital can mediate the effect of SQ on Employee Performance. This study concludes that strengthening employees' internal psychological aspects, particularly through the development of Psychological Capital and spiritual values, is an important factor in improving banking frontliner performance.

Pengaruh Keterlibatan Kerja dan Gaya Kepemimpinan Transformasional Terhadap Kinerja Pegawai Dimediasi Kepuasan Kerja pada Kementerian Agrarian dan Tata Ruang/Pertahanan Nasional Apriliana Ramadhani; Ida Aryani; Neuneung Ratna Hayati
Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah Vol. 8 No. 4 (2026): Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah
Publisher : Intitut Agama Islam Nasional Laa Roiba Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47467/alkharaj.v8i4.11891

This study aims to analyze the influence of work engagement and transformational leadership style on employee performance through job satisfaction at the Ministry of Agrarian Affairs and Spatial Planning/National Land Agency (ATR/BPN). The research problem is motivated by the importance of improving employee performance in supporting bureaucratic reform and improving the quality of public services, amidst the challenges of complex vertical organizations and increasing demands for public services. This study uses a quantitative approach with a causality design. Primary data were collected by distributing questionnaires to 220 State Civil Apparatus (ASN) selected using a cluster random sampling technique based on the rule of thumb (Hair et al., 2017). The research instrument used a 5-point Likert scale to measure the variables of work engagement (Schaufeli & Bakker), transformational leadership style (Bass & Avolio), job satisfaction (Herzberg), and employee performance (Bernardin & Russell). The data analysis technique used Partial Least Squares–Structural Equation Modeling (PLS-SEM) with the help of SmartPLS. The results of the study indicate that job engagement has a positive effect on job satisfaction, leadership style has a positive effect on job satisfaction, and job satisfaction has a positive effect on employee performance. Mediation testing through bootstrapping procedures shows that job satisfaction mediates the influence of job engagement and leadership style on employee performance. This finding confirms that improving employee performance in the ATR/BPN environment is not only directly influenced by organizational behavioral factors, but also through increasing job satisfaction as an intervening variable. The conclusion of this study states that strengthening job engagement and implementing an effective transformational leadership style are important strategies for improving job satisfaction and employee performance sustainably in the public sector.to improve job satisfaction and sustainable employee performance in the public sector.

Pengaruh Kompleksitas Tugas Terhadap Perilaku Tidak Etis dengan Self-Monitoring Sebagai Pemoderasi: Studi pada Frontline Perbankan Wisang Witri; Neuneung Ratna Hayati
Community Engagement and Emergence Journal (CEEJ) Vol. 6 No. 2 (2025): 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

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.

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