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Peningkatan komitmen afektif berbasis Islamic work ethics, spiritual leadership dan perceived organizational support terhadap organizational citizenship behavior Lutfi Nurcholis; Ibnu Khajar; Santi Retno Ayu Palupi
Jurnal Riset Ekonomi dan Bisnis Vol 15, No 3 (2022): DESEMBER
Publisher : Universitas Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26623/jreb.v15i3.5852

Penelitian ini bertujuan untuk menganalisis secara empiris pengaruh Islamic Work Ethics, Spiritual Leadership dan Perceived Organizational Support terhadap Organizational Citizenship Behavior dengan Komitmen Afektif sebagai variabel intervening pada pegawai di Pengadilan Tinggi Jawa Tengah. Populasi yang digunakan adalah pegawai Pengadilan Tinggi Jawa Tengah dengan jumlah sampel sebesar 98 responden. Alat analisisnya adalah Partial Least Square. Urgensi penelitian ini adalah adanya perubahan dalam restrukturisasi organisasi yaitu pemisahan struktur kesekretariatan dan kepaniteraan pengadilan yang berdampak pada disharmonis hubungan Ketua dan Sekretaris, yang mempengaruhi rendahnya perilaku pegawai untuk mau bekerja secara ekstra role dalam menjalankan tugasnya, seperti saling bantu membantu dan bekerja sama dengan sesama pegawai. Kebaruan dalam penelitian ini adalah penambahan variabel komitmen afektif sebagai variabel mediasi dalam hubungan antara Islamic Work Ethics, Spiritual Leadership dan Perceived Organizational Support dengan Organizational Citizenship Behavior. Hasil pengujian menunjukkan bahwa Islamic Work Ethics, Spiritual Leadership dan Perceived Organizational Support berpengaruh positif signifikan terhadap Komitmen Afektif. Islamic Work Ethics, Spiritual Leadership, Perceived Organizational Support dan Komitmen Afektif berpengaruh positif signifikan terhadap Organizational Citizenship Behavior. Komitmen Afektif mampu menjadi variabel intervening antara Islamic Work Ethics terhadap Organizational Citizenship Behavior. Komitmen Afektif mampu menjadi variabel intervening antara Spiritual Leadership terhadap Organizational Citizenship Behavior. Komitmen Afektif mampu menjadi variabel intervening antara Perceived Organizational Support terhadap Organizational Citizenship Behavior.This study aims to examine and analyze empirically the influence of Islamic Work Ethics, Spiritual Leadership and Perceived Organizational Support on Organizational Citizenship Behavior with Affective Commitment as an intervening variable on employees at the Central Java High Court. The population used is the employees of the Central Java High Court with a total sample of 98 respondents. The analysis tool is Partial Least Square. The urgency of this research is that there is a change in organizational restructuring, namely the separation of the secretarial structure and court clerkship which has an impact on the disharmony of the relationship between the Chair and the Secretary, which affects the behavior of employees to want to work extra roles in carrying out their duties, such as helping each other and working together with fellow employees. The novelty in this research is the addition of affective commitment variable as a mediating variable in the relationship between Islamic Work Ethics, Spiritual Leadership and Perceived Organizational Support with Organizational Citizenship Behavior. The test results show that Islamic Work Ethics, Spiritual Leadership and Perceived Organizational Support have a significant positive effect on Affective Commitment. Islamic Work Ethics, Spiritual Leadership, Perceived Organizational Support and Affective Commitment have a significant positive effect on Organizational Citizenship Behavior. Affective Commitment can be an intervening variable between Islamic Work Ethics and Organizational Citizenship Behavior. Affective Commitment can be an intervening variable between Spiritual Leadership and Organizational Citizenship Behavior. Affective commitment can be an intervening variable between Perceived Organizational Support and Organizational Citizenship Behavior.

Peran Transformational Leadership Dan Intrinsic Motivation Dalam Meningkatkan Kinerja Sdm Dengan Lingkungan Kerja Sebagai Variabel Moderasi Nana Mulya Noviana; Nunung Ghoniyah; Heru Sulistyo; Ibnu Khajar
Cerdika: Jurnal Ilmiah Indonesia Vol. 5 No. 2 (2025): Cerdika: Jurnal Ilmiah Indonesia
Publisher : Publikasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59141/cerdika.v5i2.2491

Penelitian ini bertujuan untuk mendeskripsikan dan menganalisis pengaruh kepemimpinan transformasional terhadap motivasi intrinsik serta dampaknya terhadap kinerja personel Direktorat Reserse Kriminal Khusus (Ditreskrimsus) Polda Banten. Selain itu, penelitian ini juga bertujuan untuk menganalisis pengaruh moderasi lingkungan kerja dalam peran motivasi intrinsik terhadap kinerja personel Ditreskrimsus Polda Banten. Jenis penelitian yang digunakan adalah penelitian eksplanasi dengan pendekatan asosiatif, yang bertujuan untuk mengetahui hubungan antara dua variabel atau lebih. Populasi dalam penelitian ini adalah seluruh SDM Ditreskrimsus Polda Banten yang berjumlah 131 anggota personel PNS Polri. Teknik pengambilan sampel yang digunakan adalah sensus, di mana seluruh populasi dijadikan sampel. Pengukuran variabel penelitian dilakukan melalui kuesioner pribadi (Personality Questionnaires) dengan angket tertutup yang menggunakan skala 1-5, dari Sangat Tidak Setuju (STS) hingga Sangat Setuju (SS). Analisis data dilakukan menggunakan metode Partial Least Square (PLS). Hasil penelitian menunjukkan bahwa seluruh hypothesis diterima, bahwasanya kepemimpinan transformasional memiliki pengaruh positif dan signifikan terhadap kinerja SDM dan motivasi intrinsic. Kemudian, motivasi intrinsik berpengaruh positif terhadap kinerja SDM. Variabel moderasi lingkungan kerja terbukti mampu memperkuat pengaruh motivasi intrinsik terhadap kinerja SDM, yang menunjukkan bahwa lingkungan kerja yang baik dapat memperkuat hubungan antara motivasi intrinsik dan kinerja SDM.

Pshycological Empowerment Dalam Peningkatan Kinerja Personil Dimediasi Motivasi Intrinsik Pada Subdit I Industri Perdagangan Direktorat Reserse Kriminal Khusus (Ditreskrimsus) Polda Banten Agam Dharmawan; Budhi Cahyono; Ibnu Khajar
Cerdika: Jurnal Ilmiah Indonesia Vol. 5 No. 2 (2025): Cerdika: Jurnal Ilmiah Indonesia
Publisher : Publikasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59141/cerdika.v5i2.2493

Penelitian ini dilatarbelakangi oleh perbedaan hasil penelitian mengenai pengaruh psychological empowerment terhadap kinerja sumber daya manusia (SDM). Berdasarkan fenomena tersebut, rumusan masalah dalam penelitian ini adalah "Bagaimana meningkatkan kinerja personel melalui peran psychological empowerment, dalam Peningkatan Kinerja Personil Dimediasi Motivasi Intrinsik pada Subdit I Industri Perdagangan Direktorat Reserse Kriminal Khusus (Ditreskrimsus) Polda Banten?". Tujuan dari penelitian ini adalah untuk menganalisis pengaruh psychological empowerment terhadap kinerja personel serta peran motivasi intrinsik sebagai mediator dalam hubungan tersebut. Jenis penelitian ini adalah penelitian eksplanatori yang bersifat asosiatif. Populasi dalam penelitian ini adalah seluruh SDM Subdit I Industri Perdagangan Ditreskrimsus Polda Banten, yang berjumlah 131 personel. Teknik sampling yang digunakan adalah sensus, di mana seluruh populasi dijadikan sampel. Data primer diperoleh melalui kuesioner yang berisi pertanyaan terkait variabel psychological empowerment, motivasi intrinsik, dan kinerja personel kepolisian. Pengukuran variabel dilakukan menggunakan kuesioner personal (Personality Questionnaires), dengan data yang dikumpulkan melalui angket tertutup dengan skala interval 1-5, yang menunjukkan tingkat persetujuan dari sangat tidak setuju (STS) hingga sangat setuju (SS). Analisis data dilakukan menggunakan metode Partial Least Square (PLS). Hasil penelitian menunjukkan bahwa semakin baik psychological empowerment akan semakin baik motivasi intrinsik, semakin tinggi psychological empowerment akan semakin tinggi kinerja personel, dan semakin tinggi motivasi intrinsik akan semakin tinggi kinerja personel. Temuan ini memberikan kontribusi dalam upaya meningkatkan kinerja personel kepolisian melalui peningkatan pemberdayaan psikologis dan motivasi internal yang lebih baik.

Pengaruh Gaya Kepemimpinan Dan Disiplin Kerja Terhadap Motivasi Kerja Dan Kinerja Pegawai Negeri Sipil Di Kementerian Kelautan Dan Perikanan Akbar Wiga Prasetya; Budhi Cahyono; Ibnu Khajar; Bedjo Santoso
Cerdika: Jurnal Ilmiah Indonesia Vol. 5 No. 2 (2025): Cerdika: Jurnal Ilmiah Indonesia
Publisher : Publikasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59141/cerdika.v5i2.2520

Penelitian ini bertujuan untuk mengeksplorasi dan menganalisis pengaruh gaya kepemimpinan dan disiplin kerja terhadap motivasi dan kinerja pegawai. Penelitian ini difokuskan pada Pegawai Negeri Sipil (PNS) di Sekretariat Jenderal Kementerian Kelautan dan Perikanan (KKP) Provinsi, dengan total populasi sebanyak 53 orang. Teknik pengambilan sampel menggunakan metode sensus atau sampling total, sehingga seluruh populasi dijadikan sampel. Instrumen pengumpulan data berupa angket menggunakan skala Likert dengan lima tingkat gradasi (1-5). Untuk menjawab hipotesis, penelitian ini menggunakan metode analisis permodelan persamaan struktural (SEM) dengan pendekatan Partial Least Square (PLS). Hasil penelitian menunjukkan bahwa terdapat pengaruh signifikan dari gaya kepemimpinan terhadap motivasi kerja, disiplin kerja terhadap motivasi kerja, dan disiplin kerja terhadap kinerja pegawai. Selain itu, motivasi kerja juga terbukti berpengaruh signifikan terhadap kinerja pegawai. Namun, Gaya kepemimpinan dibuktikan tidak memiliki pengaruh signifikan terhadap kinerja pegawai. Temuan ini menggarisbawahi pentingnya peran gaya kepemimpinan yang efektif dan disiplin kerja yang kuat dalam meningkatkan motivasi dan kinerja pegawai di Kementerian Kelautan dan Perikanan.

Peran Innovation dalam Memoderasi Pengaruh Digital Marketing Content terhadap Marketing Performance Gula Nipah Sabuai Dzikri Ramadhan; Ibnu Khajar
JUEB : Jurnal Ekonomi dan Bisnis Vol. 5 No. 2 (2026): JUEB: Jurnal Ekonomi dan Bisnis
Publisher : Yayasan Jompa Research and Development

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57218/jueb.v5i2.2863

This study aims to analyze the effect of Digital Marketing Content on Marketing Performance and examine the moderating role of Innovation in the MSME product of Gula Nipah Sabuai. This research employed a quantitative explanatory approach using purposive sampling techniques involving 100 consumers of Gula Nipah Sabuai in Pangkalan Bun, Central Kalimantan. Data were analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS).The findings reveal that Digital Marketing Content has a positive and significant effect on Marketing Performance. Innovation also has a positive direct effect on Marketing Performance. However, Innovation negatively moderates the relationship between Digital Marketing Content and Marketing Performance, indicating that innovation practices that are not aligned with digital content strategies may reduce marketing effectiveness. The model explains 54.1% of the variance in Marketing Performance.This study implies that MSMEs need to align product innovation with digital marketing strategies to improve marketing performance sustainably, particularly for local wisdom-based products.

Peningkatan Kinerja ASN melalui Motivasi Kerja yang Dimoderasi Manajemen Talenta di Kabupaten Sukamara Ahmat Bukori; Ibnu Khajar
JUEB : Jurnal Ekonomi dan Bisnis Vol. 5 No. 2 (2026): JUEB: Jurnal Ekonomi dan Bisnis
Publisher : Yayasan Jompa Research and Development

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57218/jueb.v5i2.2871

This study aims to empirically analyze the influence of work motivation on human resource performance, as well as to examine the role of talent management as a moderating variable in that relationship. The type of research used is explanatory with a quantitative approach. The population in this study includes all Civil Servants (ASN) in the Sukamara Regency Government, where the sampling technique used is a saturated sampling method, resulting in a total of 134 respondents. Data were collected through a survey method using a Likert scale questionnaire from 1 to 5, which was then analyzed using the Partial Least Square (PLS) approach. Research results show that work motivation has a positive and significant effect on the performance of civil servants. However, talent management was found to negatively moderate this relationship. This means that high implementation of talent management actually weakens (rather than strengthens) the positive effect of work motivation on civil servants' performance. The practical implication of this research emphasizes that the Sukamara Regency Government needs to reevaluate the transparency of talent management implementation, so that the internal motivation of employees can synergize optimally in boosting the performance achievements of civil servants.

Gaya Kepemimpinan terhadap Kinerja Sumber Daya Manusia: Moderasi Budaya Organisasi Setyo Budi Prakoso; Ibnu Khajar
JUEB : Jurnal Ekonomi dan Bisnis Vol. 5 No. 2 (2026): JUEB: Jurnal Ekonomi dan Bisnis
Publisher : Yayasan Jompa Research and Development

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57218/jueb.v5i2.2872

This study aims to analyze the role of leadership style on the performance of Civil State Apparatus (ASN) with organizational culture as a moderating variable at the Regional Secretariat of Kotawaringin Barat Regency. A quantitative approach was employed using a saturated sampling technique, in which the entire population of 174 ASN served as research respondents. Data were analyzed using Structural Equation Modeling based on Partial Least Square (SEM-PLS). The results indicate that leadership style has a positive and significant effect on ASN performance, and organizational culture is similarly proven to have a positive and significant influence on employee work outcomes. Moreover, organizational culture is proven to moderate the relationship between leadership style and ASN productivity — meaning that the stronger the organizational culture, the greater the impact of leadership style in driving optimal work results. The coefficient of determination (R²) of 0.660 indicates that the model explains 66.0% of the performance variation examined, while the remaining 34.0% is attributed to variables outside the model. Practically, these findings suggest that government institution leaders should not only develop effective leadership styles, but also actively build and strengthen a conducive organizational culture as a strategic foundation for sustainably improving ASN performance.

The Influence of Ethical Leadership and Knowledge Sharing on Employee Performance Mediated with Higher College Commitment La Harjono; Lutfi Nurcholis; Ibnu Khajar; Mulyana Mulyana
International Journal of Management Science and Information Technology Vol. 4 No. 1 (2024): January - June 2024
Publisher : Lembaga Komunitas Informasi Teknologi Aceh (KITA), Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35870/ijmsit.v4i1.2521

This study aims to investigate the relationship between ethical leadership and knowledge sharing on employee performance mediated by organizational commitment at Muhammadiyah Ponorogo universities using the SMART PLS 4 method. The population in this study is staff at Muhammadiyah Ponorogo University using non-probability sampling techniques using a purposive approach. sampling with a sample size of 100 people according to the criteria. The results show that Ethical Leadership has a positive and significant effect on Organizational Commitment, and Knowledge Sharing also has a positive and significant impact on Organizational Commitment, Ethical Leadership has a positive and significant effect on employee performance, but Knowledge Sharing has no positive impact on employee performance, Organizational Commitment has a positive effect on performance employee.

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