Articles
<![CDATA[The Effect of Employee Silence on Turnover Intention, with Burnout As a Mediation Variable and Coworker Support As a Moderating Variable ]]>
<![CDATA[Herlin E. N. Lerebulan]]>;
<![CDATA[Lia Amalia]]>
<![CDATA[ Indonesian Journal of Business Analytics Vol. 3 No. 1 (2023): February 2023 ]]>
Publisher : <![CDATA[PT FORMOSA CENDEKIA GLOBAL ]]>
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DOI: 10.55927/ijba.v3i1.3071
<![CDATA[This research was conducted to investigate the effect of Employee Silence to Turnover Intention by exploring the role of mediation Burnout which is moderated by Coworker Support which is designed using a survey design with a survey tool that uses a questionnaire and is distributed online. Respondents in this study were selected using the method convenience sampling with the criteria of generation Z employees who work in the mining industry in Indonesia, which are then analyzed using a structural equation technique, namely SEM PLS. The research results reveal that employee silence cause burnout resulting in increased withdrawal behavior and intention turnover intention of generation Z who work in the site office and head office; burnout mediate this direct relationship. In addition, as well as with coworker support can support the relationship between employee silence and turnover intention. This study can help managers to realize that employee silence have an influence on turnover intention from generation Z, and also helps managers identify the psychological consequences of employee silence.]]>
<![CDATA[Creating Customer Loyalty Through Antecedents of Customer Satisfaction at Hoka-Hoka Bento Fast Food Restaurants ]]>
<![CDATA[Luki Hidayat]]>;
<![CDATA[Lia Amalia]]>
<![CDATA[ Formosa Journal of Sustainable Research Vol. 2 No. 4 (2023): April 2023 ]]>
Publisher : <![CDATA[PT FORMOSA CENDEKIA GLOBAL ]]>
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DOI: 10.55927/fjsr.v2i4.3538
<![CDATA[The purpose of this research is to understand the effects or consequences of perceived experience, perceived quality, perceived value, brand image, consumer satisfaction. Customer satisfaction and customer loyalty have been studied at Hokben. Participants in this study are people who buy and consume food from Hokben. This study uses a certain method in selecting a sample consisting of 157 individuals purposive sampling. The data was processed using the Lisrel structural equation model (SEM) method. The test results show that the hypothesis is accepted because the T-Value exceeds 1.96. That is, brand image has a positive effect on perceived value, perceived value has a positive effect on customer satisfaction, perceived experience has a positive effect on customer loyalty, brand image has a positive effect on customer loyalty and customer satisfaction has a positive effect on customer loyalty. Whereas in this study the results of Perceived experience have a negative effect on customer satisfaction, perceived quality has a negative effect on customer satisfaction, perceived quality has a negative effect on perceived value, brand image has a negative effect on customer satisfaction, perceived value has a negative effect on customer loyalty, because the value of T-Value which is less than 1.96]]>
<![CDATA[The Effect of Leadership Style, Work Motivation, and Work Discipline Employee Performance at PT. Fadhil Genteng ]]>
<![CDATA[Salim]]>;
<![CDATA[Lia Amalia]]>
<![CDATA[ International Journal of Asian Business and Management Vol. 2 No. 1 (2023): February, 2023 ]]>
Publisher : <![CDATA[PT FORMOSA CENDEKIA GLOBAL ]]>
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DOI: 10.55927/ijabm.v2i1.3155
<![CDATA[This study aims to understand and study the effect of leadership style, work motivation and work discipline on the performance of employees of PT. Fadhil Genteng simultaneously and partially. To find out which variable of leadership style, work motivation and work discipline is more dominant in influencing the performance of employees of PT. Fadhil Genteng. In this study, primary data and quantitative approaches were used. The population used in this study were all employees of PT. Fadhil Genteng, totaling 120 people. The data were collected using a questionnaire by distributing online to employees of PT. Fadhil Genteng. The data was then processed using multiple linear regression methods. The results of the analysis that have been obtained show that leadership style, work motivation and work discipline simultaneously or jointly affect the performance of employees of PT. Fadhil Genteng. Partially, leadership style, work motivation and work discipline have a positive influence on the performance of employees of PT. positive influence on the performance of employees of PT. Fadhil Genteng. Then in the results of this analysis, work discipline is a more dominant variable in influencing the performance of employees of PT. affect the performance of employees of PT. Fadhil Genteng]]>
<![CDATA[PENGARUH BEBAN KERJA, STRES KERJA DAN KEPUASAN KERJA TERHADAP KINERJA KARYAWAN PADA PJLP UNIT PENGELOLA RUMAH SUSUN IV ]]>
<![CDATA[Putri Penta Utari]]>;
<![CDATA[Lia Amalia]]>
<![CDATA[ Jurnal Pijar Vol 1 No 3 (2023): Jurnal Pijar : Studi Manajemen dan Bisnis ]]>
Publisher : <![CDATA[PT Naureen Digital Education ]]>
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<![CDATA[One of the organizational resources that has an important role in achieving its goals is human resources. This study aims to determine the effect of workload, work stress and job satisfaction on employee performance at PJLP UPRS IV simultaneously and partially. This study aims to determine the effect of workload, work stress and job satisfaction on employee performance oat PJLP oUPRS oIV osimultaneously oand opartially. oTo oknowing owhich ovariables oof oworkload, owork stress and ojob osatisfaction omost odominantly oaffect oemployee operformance oat oPJLP oUPRS oIV. oThis ostudy ouses oa onon-probability osampling oapproach owith oa osaturated osampling otechnique. oThe opopulation oin othis ostudy owere oall oemployees owith oa ototal oof o161 orespondents. oData owere ocollected ousing oa oquestionnaire owith oonline odistribution oto oemployees. oThen the data is oprocessed oby omultiple olinear oregression omethod. oThe odata oanalysis owere ocarried oout owith othe ohelp oof othe oSPSS otool. Based on the results of the analysis, it is known that the variables of workload, work stress, and job satisfaction have a simultaneous effect on employee performance. Partially, the workload and job satisfaction variables have a positive effect on employee performance. While the work stress variable has a negative effect on employee performance . Then the results of the analysis, the most dominant variable ffecting employee performance is othe job satisfaction variable.]]>
<![CDATA[Pengaruh Kualitas Pelayanan Dan Citra Merek Terhadap Kepuasan Konsumen Dan Loyalitas Konsumen Kopi Kenangan ]]>
<![CDATA[Indah Wulan Sari]]>;
<![CDATA[Lia Amalia]]>
<![CDATA[ Jurnal Ekonomi, Bisnis dan Manajemen Vol. 2 No. 3 (2023): September : Jurnal Ekonomi, Bisnis dan Manajemen ]]>
Publisher : <![CDATA[FEB Universitas Maritim Semarang ]]>
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DOI: 10.58192/ebismen.v2i3.1286
<![CDATA[Service quality is one of the main things that are considered in the company. Customer assessment of service quality is very important for service providers, because it affects the company's performance and position in the market. Service quality as a result of the perception of the comparison between customer expectations with the actual performance of services. In other words, there are two main factors that affect service quality, namely expected service (expected experience) and perceived service (service received). Meanwhile, the total quality of a service consists of 3 main components, namely: technical quality (consisting of: search quality, experience quality, credence quality), functional quality, and corporate image. This study aims to determine the effect of Service Quality and Brand Image on Consumer Satisfaction and Consumer Loyalty. This type of research uses quantitative as many as 170 respondents. With the analysis technique in this study using SEM analysis. The results of this study partially show that the service quality variable has a positive effect on consumer satisfaction. Brand Image has no effect on Consumer Satisfaction. Service Quality has no effect on Consumer Loyalty. Brand image has no effect on Consumer Loyalty. Consumer Satisfaction has no effect on Consumer Loyalty.]]>
<![CDATA[Pengaruh Green Human Resource Management Terhadap Employee Green Behaviour Dimediasi Oleh Green Organization Identity ]]>
<![CDATA[Krisnawati Krisnawati]]>;
<![CDATA[Lia Amalia]]>
<![CDATA[ Innovative: Journal Of Social Science Research Vol. 3 No. 4 (2023): Innovative: Journal Of Social Science Research ]]>
Publisher : <![CDATA[Universitas Pahlawan Tuanku Tambusai ]]>
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DOI: 10.31004/innovative.v3i4.3989
<![CDATA[Alasan utama menipisnya sumber daya alam dan aktivitas manusia lainnya, seperti penebangan yang tidak proporsional dan pembakaran bahan bakar fosil yang menyebabkan emisi karbon. Tujuan penelitian untuk memahami bagaimana praktik manajemen sumber daya manusia berkelanjutan yang dapat diterapkan oleh IKEA termasuk kebijakan dan prosedur, pelatihan dan pengembangan karyawan serta penghargaan dan insentif bagi karyawan yang berkontribusi pada keberlanjutan dengan meningkatkan kesadaran karyawan akan pentingnya perilaku ramah lingkungan. Penelitian ini menggunakan angket sebagai metode uji penelitian. Hasil menunjukkan bahwa Green Human Resource Management berpengaruh positif terhadap Employee Green Behavior. Voluntary Green Behavior berpengaruh positif terhadap Green Organization Identity. Green Human Resource Management berpengaruh positif terhadap Employee Green Behavior. Voluntary Green Behavior tidak berpengaruh terhadap Employee Green Behavior. Green Organization Identity berpengaruh positif terhadap Employee Green Behavior. Green Human Resource Management pengaruh positif terhadap Employee Green Behavior melalui mediasi Green Organization Identity. Voluntary Green Behavior pengaruh positif terhadap Employee Green Behavior melalui mediasi Green Organization Identity. ]]>
<![CDATA[PENGARUH EMPOWERING LEADERSHIP TERHADAP AFFECTIVE ORGANIZATIONAL COMMITMENT DAN KNOWLEDGE SHARING PADA INNOVATIVE WORK BEHAVIOR ]]>
<![CDATA[Sahrul Ramadan]]>;
<![CDATA[Lia Amalia]]>
<![CDATA[ Journal of Economic, Business and Engineering (JEBE) Vol 5 No 1 (2023): Oktober ]]>
Publisher : <![CDATA[Fakultas Teknik dan Ilmu Komputer (FASTIKOM) Universitas Sains Al Qur'an ]]>
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DOI: 10.32500/jebe.v5i1.5641
<![CDATA[Penting membangun perilaku knowledge sharing diantara karyawan, pengetahuan yang dihasilkan sebagai pembelajaran mereka untuk dapat dimodifikasikan kembali menjadi ide maupun cara kerja baru demi meningkatkan kinerja. Untuk itu, tujuan penelitian ini apakah terdapat pengaruh empowering leadership pada psychological capital, affective organizational commitment dan knowledge sharing seta bagaimana dampaknya pada innovative work behavior karyawan industri manufacture diwilayah Jabodetabek. Penelitian dilakukan pada Oktober 2022 hingga Juni 2023 dengan menyebar kuesioner kepada 200 karyawan industri manufacture di DKI Jakarta. Structural Equation Model (SEM) digunakan untuk menganalisis menguji hubungan antar variabel. Kesimpulan penelitian membuktikan empowering leadership masing-masing berpengaruh langsung terhadap knowledge sharing, psychological capital dan affective organizational commitment. Kemudian, psychological capital dan affective organizational commitment berpengaruh langsung terhadap knowledge sharing serta ditemukan hubungan langsung antara knowledge sharing terhadap innovative work behavior karayawan di industri manufacture.]]>
<![CDATA[PERAN PERSEPSI KEADILAN ORGANISASIONAL DAN NIAT BERPINDAH KERJA TERHADAP KEMALASAN SOSIAL PADA KARYAWAN RUMAH SAKIT ]]>
<![CDATA[Polani Polani]]>;
<![CDATA[Lia Amalia]]>
<![CDATA[ Journal of Economic, Business and Engineering (JEBE) Vol 5 No 1 (2023): Oktober ]]>
Publisher : <![CDATA[Fakultas Teknik dan Ilmu Komputer (FASTIKOM) Universitas Sains Al Qur'an ]]>
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DOI: 10.32500/jebe.v5i1.5642
<![CDATA[Kemalasan sosial diantara karyawan pemasaran perlu menjadi perhatian besar bagi pimpinan organisasi, karena kemalasan sosial dapat menurunkan kerjasama tim dan rendahnya kinerja serta merugikan organisasi. Peran organisasi dalam menerapkan keadilan organisasional dan visibilitas tugas dapat mengarah pada tingginya kepuasan kerja, rendahnya niat berpindah kerja dan kemalasan sosial. Untuk itu, tujuan penelitian ini apakah terdapat pengaruh persepsi keadailan organisasional, visibilitas tugas, kepuasan kerja dan niat berpindah kerja terhadap kemalasan sosial karyawan pemasaran pada rumah sakit swasta tipe B di DKI Jakarta. Penelitian dilakukan pada bulan Agustus 2022 hingga Desember 2022 dengan menyebar kuesioner kepada 180 karyawan pemasaran rumah sakit swasta tipe B di DKI Jakarata. Metode analisis yang digunakan untuk menguji hubungan antar hipotesis penelitian ini menggunakan Structural Equation Model (SEM). Hasil temuan ini membuktikan persepsi keadilan organisasional dan visibilitas tugas berpengaruh negatif terhadap kemalasan sosial karyawan pemasaran. Hasil lainnya membuktikan persepsi keadilan organisasional berpengaruh langsung terhadap kepuasan kerja dan niat berpindah kerja dan terdapat pengaruh negatif antara kepuasan kerja terhadap niat berpindah kerja. Namun penelitian ini tidak terdapat pengaruh positif antara niat berpindah kerja terhadap kemalasan sosial. Implikasi manajerial penelitian ini menyarankan bahwa organisasi perlu berlaku adil terutama ketika karyawan pemasaran berhasil mencapai prestasi kerja maka secara distributif atasan perlu memberikan hak karyawan dengan adil atas prestasi mereka.]]>
<![CDATA[Pengaruh Core Values ASN Berakhlak, Motivasi Kerja Terhadap Kinerja Karyawan Melalui Komitmen Kerja Sebagai Variabel Intervening ]]>
<![CDATA[Chaerul Yozi]]>;
<![CDATA[Lia Amalia]]>
<![CDATA[ EKOMA : Jurnal Ekonomi, Manajemen, Akuntansi Vol. 3 No. 6: September 2024 ]]>
Publisher : <![CDATA[CV. Ulil Albab Corp ]]>
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DOI: 10.56799/ekoma.v3i6.5210
<![CDATA[Budaya organisasi yang baik dapat mendukung kinerja karyawan, terlebih dengan adanya keterlibatan lain seperti motivasi dan komitmen. Beberapa penelitian terbukti menunjukkan hubungan positif antar variabel-variabel tersebut, namun masih sedikit penelitian yang membahas pengaruh core values, yang merupakan dimensi utama dari budaya organisasi, terhadap kinerja pegawai pemerintahan. Dokumen ini merujuk pada Core Values BerAkhlak yang diadopsi oleh berbagai instansi pemerintah sebagai budaya organisasi sebagaiman amanat undang-undang. Penelitian ini bertujuan untuk menganalisis pengaruh Core Values ASN BerAkhlak terhadap kinerja, Core Values ASN BerAkhlak terhadap komitmen, motivasi terhadap kinerja, motivasi terhadap komitmen, Core Values ASN BerAkhlak terhadap kinerja melalui komitmen, dan motivasi terhadap kinerja melalui komitmen. Penelitian dilakukan menggunakan metode survei dengan sampel berjumlah 150 orang PNS Kemendikbudristek dan analisis faktor menggunakan metode Structural Equations Modeling (SEM). Hasil analisis data menunjukkan bahwa Core Values BerAkhlak berpengaruh positif dan signifikan terhadap kinerja karyawan, sedangkan motivasi kerja tidak memiliki dampak signifikan terhadap kinerja. Core Values BerAkhlak secara signifikan memengaruhi tingkat komitmen karyawan, sementara motivasi tidak memiliki pengaruh positif yang kuat pada komitmen. Secara bersamaan, Core Values BerAkhlak dan motivasi secara signifikan berkontribusi pada kinerja karyawan yang positif melalui peningkatan tingkat komitmen. Temuan yang didapat diharapkan dapat memberikan dasar bagi pimpinan instansi untuk mengoptimalkan potensi karyawan dan memperkuat kinerja mereka.]]>
<![CDATA[Driving Management Change: Green Transformational Leadership as a Catalyst for Sustainable Management A Systematic Literature Review ]]>
<![CDATA[Siti Rafika Arman]]>;
<![CDATA[Andriyanti Asianto]]>;
<![CDATA[Abdul Haeba Ramli]]>;
<![CDATA[Lia Amalia]]>;
<![CDATA[Ferryal Abadi]]>
<![CDATA[ Jurnal Ilmiah Manajemen Kesatuan Vol. 13 No. 3 (2025): JIMKES Edisi Mei 2025 ]]>
Publisher : <![CDATA[LPPM Institut Bisnis dan Informatika Kesatuan ]]>
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DOI: 10.37641/jimkes.v13i3.3684
<![CDATA[Research on green transformational leadership has attracted academic attention in recent years. However, a comprehensive analysis of the development of green transformational leadership and its role in changes that occur within organizations has not been conducted. To address this gap, this literature aims to review the development of green transformational leadership and analyze the role of green transformational leadership in changes that occur at both the individual and organizational levels. A systematic literature review approach was used in writing this article. Selected journal articles are analyzed to determine their relationship and relevance to the topic of Green Transformational Leadership. Research on Green Transformational Leadership has increased over the past 12 years. In total, 25 articles were examined in this literature review, a large portion of literature used quantitative approaches and were mostly studied in the Asian continent. Based on the findings analyzed, Transformational leadership styles have shifted towards a sustainable approach because of the emphasized responsibility for environmentally friendly behavioral practices for organizations. In addition, Green Transformational Leadership plays an important role in management change at both the individual and organizational levels. This study describes the structural overview of 25 journal articles published from 2013 to early 2025. This review presents an in-depth discussion of the current state of research, trends and future research directions on green transformational leadership. Keywords: Green Transformational Leadership; Change Management; Sustainable Management]]>
