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All Journal Jurnal Manajemen Terapan dan Keuangan JUPIIS: Jurnal Pendidikan Ilmu-ilmu Sosial Jurnal Dimensi EQUILIBIRIA Ekspektra: Jurnal Bisnis & Manajemen Minda Baharu BENING Multidiciplinary Output Research for Actual and International Issue (Morfai Journal) International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) International Journal of Social Science, Educational, Economics, Agriculture Research, and Technology (IJSET) Jurnal Manajemen, Organisasi, Dan Bisnis Postgraduate Management Journal e-Jurnal Apresiasi Ekonomi Journal of Economics and Management Scienties PROCEEDING OF INTERNATIONAL CONFERENCE ON BUSINESS MANAGEMENT AND ACCOUNTING Jurnal Manajerial dan Bisnis Tanjungpinang Relasi : Jurnal Ekonomi Jurnal Sistem Informasi dan Manajemen Tractare: Jurnal Ekonomi-Manajemen Jurnal Medika: Medika
Mira Yona
Universitas Riau Kepulauan
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THE INFLUENCE OF THE WORK ENVIRONMENT, ORGANIZATIONAL COMMITMENT, COMPENSATION, AND COMMUNICATION ON THE PERFORMANCE OF BATAM CITY GOVERNMENT EMPLOYEES Sri Idayu; Mira Yona; Denny Ammari Ramadhan; Ratu Jovita br Simbolon
Jurnal Apresiasi Ekonomi Vol 14, No 2 (2026)
Publisher : Institut Teknologi dan Ilmu Sosial Khatulistiwa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31846/jae.v14i2.1097

Abstract

This study aims to analyze the influence of work environment, organizational commitment, compensation, and communication on employee performance at the Library and Archives Office of Batam City Government. A quantitative approach was used, employing a total sampling method involving all 40 employees as respondents. Data were collected through questionnaires and analyzed using SPSS version 26. The validity test results showed that all questionnaire items had a correlation coefficient (r-count) greater than 0.312, indicating that all items were valid. The reliability test revealed Cronbach's Alpha values above 0.7 for all variables, with the highest value for the communication variable (0.887), indicating high reliability. The results of multiple linear regression analysis showed that all four independent variables significantly affected employee performance with significance levels as follows: work environment (p=0.015), organizational commitment (p=0.000), compensation (p=0.000), and communication (p=0.000). The R Square value of 0.715 indicates that 71.5% of the variation in employee performance can be explained by the independent variables, while the remaining 28.5% is influenced by other factors outside the model. The F-test also showed a significant simultaneous influence of the four variables on performance (F = 158.648 > F table = 3.09; p = 0.000). These findings emphasize that efforts to improve employee performance must be carried out holistically through improvements in the work environment, strengthening of organizational commitment, provision of fair compensation, and implementation of effective communication within the organization. Keywords : Work Environment, Organizational Commitment, Compensation, Communication, Employee Performance
THE EFFECT OF WORK-LIFE BALANCE, BURNOUT, WORK STRESS, AND ORGANIZATIONAL CIVIC BEHAVIOR (OCB) ON THE PRODUCTIVITY OF POLICE OFFICERS IN THE BUKIT KIJANG POLICE SECTOR IN 2025 Rabul Yamin; Abdul Manan; Habibuddin Nasution; Mira Yona; Magneta Hisyam; A Ashari; Rehan Illiyansyah; Martin Pangihutan Simangunsong; Ibnu Aziz Alamsyah
Jurnal Apresiasi Ekonomi Vol 14, No 2 (2026)
Publisher : Institut Teknologi dan Ilmu Sosial Khatulistiwa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31846/jae.v14i2.1095

Abstract

This study aims to analyze the influence of work-life balance, burnout, work stress, and organizational civic behavior (OCB) on employee productivity. As the demands for performance improvement increase in various organizations increase, understanding the psychological and behavioral factors that shape productivity has become critical. This quantitative research involved 34 respondents who were selected through saturated sampling techniques. Data were collected using standard Likert scale questionnaires and analyzed using SPSS version 26 through a series of statistical procedures, including validity and reliability testing, classical assumption testing, and multiple linear regression analysis. The results show that work-life balance and OCB have a positive and significant influence on productivity, showing that employees who maintain a healthy work-life balance and show positive behavior voluntarily tend to contribute more effectively to organizational goals. In contrast, work fatigue and work stress show significant negative influences, suggesting that prolonged emotional fatigue and high stress levels weaken employees' ability to perform optimally. A determination coefficient (R²) of 0.821 indicates that 82.1% of the variation in employee productivity can be explained by the four independent variables examined in this study, while the remaining 17.9% is due to other external factors not included in the model. These findings highlight the importance of organizational strategies that promote workload balance, minimize stress, reduce burnout, and encourage organizational civic behavior (OCB) to improve overall employee productivity. The study also provides practical implications for human resource management in designing policies that support psychological well-being and positive organizational civic behaviors. Keywords: Work-Life Balance; Burnout; work stress; Organizational Citizenship Behavior (OCB); Productivity
THE EFFECT OF WORKLOAD AND ORGANIZATIONAL SUPPORT ON EMPLOYEE PERFORMANCE IN THE GENERAL BUREAU OF BP BATAM Roni Agustiadi; Mira Yona; Hanafi; Rona Tanjung; Habibuddin; Amsakar Achmad
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 5 No. 7 (2026): JUNE
Publisher : RADJA PUBLIKA

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

Abstract

Employee performance in public sector organizations is influenced by organizational factors such as workload and organizational support. This study aims to analyze the effect of both variables on the performance of employees in the General Bureau of BP Batam, both partially and simultaneously. A quantitative approach with a cross-sectional design was employed, involving 20 employees from three work units. Workload was measured using the NASA Task Load Index (NASA-TLX), organizational support was assessed using the Survey of Perceived Organizational Support (SPOS), and employee performance was evaluated based on the dimensions of task performance and contextual performance, all using a five-point Likert scale. Data were analyzed using multiple linear regression (SPSS 24.0). Results indicated that workload (p = 0.875) and organizational support (p = 0.158) did not have a significant effect on employee performance, although the directions of the relationships were consistent with theoretical predictions — negative for workload and positive for organizational support. The non-significant findings are attributed to employees' adaptive capacity, perceptual homogeneity among respondents, and limitations in sample size. This study contributes to understanding the dynamics of employee performance at BP Batam and recommends future research with larger samples and the inclusion of mediating variables.
Career Preferences of Late Millennials and Z in Indonesia: Job Mobility, Aspirations, and Value Priorities Sulastri Sulastri; Mira Yona; Hanafi Siregar; Hary Rangga; Nuur Faris Akram
Journal of Economics and Management Scienties Volume 8 No. 3, June 2026
Publisher : SAFE-Network

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37034/jems.v8i3.433

Abstract

This study examines differences in career preferences between Generasi 90-an (late Millennials, 1990–1996) and Generation Z (1997–2005) in Indonesia, focusing on job mobility, aspirations, and value priorities. Drawing on national surveys, industry reports, and recent scholarly literature (2022–2026), the findings indicate that generational orientations are shaped by distinct socio-economic experiences. Generasi 90-an tend to prefer stable and linear career paths, prioritizing financial security, organizational commitment, and structured advancement within formal sectors such as corporations, civil service, and state-owned enterprises. In contrast, Generation Z exhibits higher job mobility, with average tenure of 1–2 years, alongside greater acceptance of hybrid work and gig-based arrangements. This cohort places stronger emphasis on work-life balance, personal development, and intrinsic motivation. Although both groups value competitive compensation, Generation Z integrates well-being and alignment of personal values more explicitly into career decisions. Evidence from Surakarta also suggests variations across regions and definitions. These findings underscore the importance of adaptive talent management strategies, including flexible career pathways, hybrid work systems, and cross-generational engagement to sustain workforce effectiveness.
Work-Life Balance Among Gen Z and Millennials: HR Strategies Involving Leave Policies, Flexible Working Hours, and Welfare Benefits Milawati Milawati; Hanafi Siregar; Mira Yona; Muhammad Farhan Nasution; Siti Khairani
Journal of Economics and Management Scienties Volume 8 No. 3, June 2026
Publisher : SAFE-Network

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37034/jems.v8i3.435

Abstract

Work-life balance has become a critical priority for young employees, particularly Millennials and Generation Z. This study presents a systematic literature review examining Human Resource (HR) strategies focused on leave policies, flexible working hours, and welfare benefits to support work-life balance among young workers. Following the PRISMA guidelines, the review synthesizes recent empirical and conceptual studies published between 2019 and 2025. The findings indicate that integrated implementation of flexible leave arrangements (including mental health days), hybrid and flextime schedules, and comprehensive wellness benefits significantly reduces burnout, enhances job satisfaction, improves retention, and increases productivity. However, the effectiveness of flexible working arrangements depends on complementary supports such as adequate allowances and clear boundary-setting mechanisms. The discussion further reveals that these three HR policies create synergistic effects when implemented holistically, while isolated or poorly supported practices may inadvertently heighten work-life conflict rather than alleviate it. Moreover, the review underscores important contextual nuances in emerging economies like Indonesia, where infrastructural limitations and organizational culture significantly influence policy outcomes. This review provides actionable insights for HR practitioners in Indonesia to design more adaptive and generation-sensitive policies that align with post-pandemic work realities and the evolving expectations of the younger workforce.
THE EFFECT OF DIGITAL LITERACY, ORGANIZATIONAL SUPPORT, AND DIGITAL READINESS ON THE PERFORMANCE OF HEALTH WORKERS AT COMMUNITY HEALTH CENTERS IN BATAM CITY Dewi Fatmawati; Mira Yona; Habibuddin Nasution; Rika Yuanti
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 6 No. 3 (2026): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.20917765

Abstract

Digital transformation has significantly reshaped primary healthcare services, requiring healthcare professionals to enhance their digital competencies and adaptability. This study aims to analyze the effect of digital literacy, organizational support, and digital readiness on the performance of healthcare workers at community health centers in Batam City, Indonesia. A quantitative approach was employed using a sample of 285 respondents selected from a population of 962 healthcare workers through proportional random sampling. Data were collected through a structured questionnaire and analyzed using multiple linear regression with SPSS. The findings indicate that digital literacy, organizational support, and digital readiness each have a positive and significant effect on healthcare worker performance, both partially and simultaneously (F = 100.770; p < 0.001). Among the three variables, digital literacy demonstrates the most dominant influence (B = 0.357; p < 0.001), followed by organizational support (B = 0.355; p < 0.001) and digital readiness (B = 0.295; p < 0.001). These results confirm that performance improvement in primary healthcare settings requires not only individual digital competence but also supportive organizational systems and readiness for change. The study contributes empirically to digital-based human resource management in primary healthcare and emphasizes that digital transformation depends fundamentally on comprehensive human and organizational readiness.
THE EFFECT OF COMPETENCE, WORK ETHIC, AND TEAMWORK ON EMPLOYEE PERFORMANCE AT THE BATAM CITY POPULATION AND CIVIL REGISTRATION OFFICE Rasyid Hidayat Sagala; Mira Yona; Habibuddin Nasution; Amanda Lyanfitri
International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Vol. 6 No. 1 (2026): February
Publisher : CV. Radja Publika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.19357026

Abstract

This research aims to examine how competence, work ethic, and teamwork influence employee performance at the Population and Civil Registration Office of Batam City. A quantitative explanatory approach was applied, involving the entire workforce of the institution as respondents through a census method (n = 80). Data were gathered using a Likert-scale questionnaire (1–5) developed from the dimensions of competence, work ethic, teamwork, and performance. Prior to analysis, the instrument underwent validity and reliability testing, where all items were confirmed valid, and Cronbach’s Alpha values ranged between 0.86 and 0.90, indicating strong internal consistency. The analytical process consisted of descriptive statistics, classical assumption tests (normality, multicollinearity, and heteroskedasticity), and multiple linear regression to evaluate both partial and simultaneous relationships among variables. Descriptive findings revealed that competence (mean = 4.05), work ethic (mean = 4.12), teamwork (mean = 4.18), and performance (mean = 4.08) were categorized as high. Regression analysis demonstrated that competence (β = 0.28; p = 0.002), work ethic (β = 0.31; p = 0.000), and teamwork (β = 0.26; p = 0.004) each exerted a positive and significant influence on performance. Collectively, the three variables had a significant joint effect, with an F-value of 32.45; p = 0.000 and an R² of 0.58, signifying that 58% of employee performance variation was explained by these factors. The results suggest that enhancing employee performance at the Population and Civil Registration Office requires an integrated strategy focused on strengthening competence, cultivating a strong work ethic, and fostering teamwork.
INFLUENCE OF RECRUITMENT PROCESS, COMPETENCE, AND WORK ENVIRONMENT ON EMPLOYEE PERFORMANCE AT PT PRIMO MICROPHONE BATAM Dame Riaty Hutabarat; Habibuddin Nasution; Mira Yona; Meilani Putri Novita
International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Vol. 6 No. 1 (2026): February
Publisher : CV. Radja Publika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.19441994

Abstract

This study investigates the influence of the recruitment process, employee competence, and the work environment on employee performance at PT Primo Microphone Batam. The research is motivated by the critical role of human resource management in an audio equipment manufacturing company that requires high precision, productivity, and consistent product quality. A quantitative approach with a causal-associative design was employed, using the entire workforce of PT Primo Microphone Batam as the population, all of whom were included as respondents through a saturated sampling technique (n = 100). Data were collected using a structured Likert-scale questionnaire and analyzed through validity and reliability testing, classical assumption tests, and multiple linear regression. The results show that the recruitment process, competence, and work environment each have a positive and significant effect on employee performance, both partially and simultaneously. The coefficient of determination (R²) of 57.1% indicates that these three variables jointly explain 57.1% of the variance in employee performance, while the remaining 42.9% is influenced by other factors outside the model. These findings highlight the importance of implementing competency-based recruitment, strengthening competence development programs, and creating a conducive work environment as key strategies for improving employee performance and enhancing the company’s competitiveness.
PENINGKATAN KINERJA KARYAWAN MELALUI MOTIVASI DAN KOMPENSASI KARYAWAN PT. SCHNEIDER ELECTRIC MANUFACTURING Jeffi Mutiara; Mira Yona; Rona Tanjung; Siska Evalina Pakpahan
Postgraduate Management Journal Vol 2 No 2 (2023): Postgraduate Management Journal
Publisher : LPPM Universitas Ibnu Sina

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

Abstract

Penelitian ini bertujuan untuk menganalisis kepemimpinan , motivasi, dan kompensasi terhadap kinerja karyawan PT. Schneider Electric Manfacturing Batam. Penelitian ini dilakukan di PT Schneider Electric Manfacturing Batam pada karyawan departement harmoni Sampel ditentukan dengan menggunakan rumus slovin dengan jumlah 109 responden. Pengumpulan data dilakukan dengan memberikan daftar pertanyaan kepada responden tentang kepemimpinan, motivasi dan kompensasi terhadap kinerja karyawan. Penelitian ini menggunakan alat analisis regresi linier berganda. Hipotesisi diuji T dan uji F.Hasil pengujian menunjukkan bahwa kepemimpinan, dan kompensasi berpengaruh positif dan signifikan terhadap kinerja karyawan secara parsial, sedangkan motivasi berpengaruh negatif dan tidak signifikan terhadap kinerja karyawan secara parsial. Pengujian juga menunjukkan bahwa kepemimpinan, motivasi dan kompensasi berpengaruh dan signifikan secara simultan terhadap kinerja karyawan. Variabel-variabel kepemimpinan, motivasi dan kompensasi mampu menjelaskan variabel kinerja karyawan sebesar 50.0% dan sisanya sebesar 50.0% dijelaskan oleh variabel lain yang tidak dimasukkan dalam penelitian ini.
Digital Wellbeing at Scale: Global Assessment of Stress, Productivity, and Burnout in Hybrid Organizations Ahmad Agus Sumarno; Mira Yona; Yannik Ariyati; Hanafi Siregar; Nur Ellysiana
Journal of Economics and Management Scienties Volume 8 No. 2, March 2026
Publisher : SAFE-Network

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37034/jems.v8i2.291

Abstract

This study provides a comprehensive assessment of digital wellbeing in hybrid organizations by examining how digital stress, productivity, and burnout interact across diverse workplace contexts in Batam, Medan, and Kuala Lumpur. The research employs a quantitative design using SmartPLS to evaluate both the measurement and structural models, drawing on responses from 912 employees working within digitally mediated environments. The findings reveal that digital stress is predominantly driven by communication overload, high platform switching frequency, and prolonged screen exposure, conditions that collectively elevate cognitive strain and disrupt workflow continuity. The structural model demonstrates that digital stress has a significant negative impact on productivity, while simultaneously exerting a strong positive influence on burnout. Productivity, on the other hand, contributes to lowering emotional exhaustion, indicating its moderating role within the digital wellbeing framework. Regional comparisons further show that employees in technologically mature ecosystems, such as Kuala Lumpur, experience lower digital strain and greater productivity stability compared to those in Batam and Medan, where digital infrastructures and workflow standardization are less developed. These insights highlight the critical need for organizations to implement structured digital governance practices, optimize communication flows, and establish clear boundaries for virtual interaction to protect employee wellbeing. The study contributes significant empirical evidence for the development of integrated digital wellbeing strategies that support sustainable performance in hybrid work environments and offers a foundational reference for future research on digital labor dynamics.
Co-Authors A Ashari Abdul Manan Abdul Manan Nasution Ade Chandra Ade Sarmini Ahmad Agus Sumarno Amanda Lyanfitri Aminullah Assagaf Amsakar Achmad Anersih, Anersih Anggrainy Putri Ayuningrum Anggreani Febrianti Ares Ares ariyati, Yannik Arna Suryani, Arna Asmadillah, Fifin Bangun, Rejeki Barus, Peromikha Cut Della Yulita Dame Riaty Hutabarat Denny Ammari Ramadhan Destami, Gina Dery Dewi Fatmawati Dian Wahyu Novita Elaria Mirhanda Fadhila Zuria Arifin Farah Dieba Nasyawa Syahrila Habibuddin Habibuddin Nasution Habibuddin Nasution Habibudin Nasution Haironi, Rita Hanafi Hanafi Siregar Hanivah, Wydia Hary Rangga Ibnu Aziz Alamsyah Indra Nara Persada Ismail, Shafinar Jeffi Mutiara Kasmawati Kasmawati Kautsar, Brelliant Khania Shoimatul Fitria Luskya Sastria Magneta Hisyam Mahirah, Khaulah Manalu, Puan Jelina Marta Lova Diana Martin Pangihutan Simangunsong Maukar, Lexi Maya Marta selina Ginting Meilani Putri Novita Milawati Milawati Moch Aminudin Hadi Muhammad Farhan Nasution Mulyadi Mulyadi Nasution, Habibuddin Nur Aziz Nur Ellysiana Nuur Faris Akram Putri Wahyuni Rabul Yamin Rafif Gusfin Rafika Rafika Rahman Hasibuan, Rahman Rahmi Widyanti Ramon Zamora, Ramon Rasyid Hidayat Sagala Ratu Jovita br Simbolon Rehan Illiyansyah Rejeki Bangun Renny Waty Revo, Revo Rika Yuanti Rita Indriani Rojuaniah Rojuaniah Rona Tanjung Roni Agustiadi Rostaria g S, Irma Sara Saepul Rahmanda Santika, Syahira Dwi Sari, Hartika Sari, Wanda Novita Sastra Tamami, Sastra Simamora, Helprida Simanjuntak, Wilmar Siregar, Hanafi Siska Evalina Pakpahan Siti Khairani Sitohang, Ribka Sri Idayu Sri Langgeng Ratnasari Sriwati Sriwati Sulastri Sulastri Syabria Kurniawati Syahira, Nabila Syakinah, Syakinah tampubolon, rikson pandapotan Tanjung, Rona tanjung, rona Tibrani Tibrani Tibrani Wesmi Huriyaty Wusono, Medi Yolanda, Siti Zulhidayat, Zulhidayat