Article Per Year (5 Year)
p-Index From 2021 - 2026
3.505
P-Index
This Author published in this journals
All Journal Equator Journal of Management and Entrepreneurship Gadjah Mada International Journal of Business E-Dimas: Jurnal Pengabdian kepada Masyarakat JURNAL PRODUKTIVITAS eCo-Buss Jurnal Informatika Ekonomi Bisnis Management Studies and Entrepreneurship Journal (MSEJ) Ilomata International Journal of Management International Journal on Social Science, Economics and Art JEMSI (Jurnal Ekonomi, Manajemen, dan Akuntansi) Journal of Economics, Entrepreneurship, Management Business and Accounting Journal of Educational Management Research Enrichment: Journal of Multidisciplinary Research and Development Akuntansi: Jurnal Riset Ilmu Akuntansi Economic: Journal Economic and Business Krisnadwipayana International Journal of Management Studies
Ilzar Daud
Fakultas Ekonomi Dan Bisnis - Universitas Tanjungpura
Religion Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Engineering Health Professions Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Social Sciences

Published : 24 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 24 Documents
Search

 1   2   3 
Mitigating Brain Drain Through Employee Engagement: How Perceived Organizational Support, Employee Well-Being and Career Development Influence Zillennials’ Turnover Intention Felisia Felisia; Titik Rosnani; Dody Pratama Marumpe; Ilzar Daud; Efa Irdhayanti
eCo-Buss Vol. 8 No. 2 (2025): eCo-Buss
Publisher : Komunitas Dosen Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32877/eb.v8i2.2613

Abstract

Brain drain has become popular among Zillennials reflecting their growing awareness of international career opportunities. This trend poses a challenge to Indonesia’s economic development particularly in sectors like banking where high employee turnover is common. As organizations face the threat of losing talented employees, adapting retention strategies is crucial to reduce turnover intention. Engaged employees are a key competitive advantage. This research aims to examine how perceived organizational support, employee well-being and career development influence turnover intention with employee engagement as a mediator. Data were collected from 258 Zillennial employees (born between 1992 and 2002) currently working at banks in Indonesia, each with at least six months of experience and awareness of international career trend like hashtag #KaburAjaDulu. Questionnaires were distributed via social media and data were analyzed using SmartPLS 4 with structural equation modelling (SEM). The findings demonstrate that perceived organizational support, employee well-being and career development positively influence employee engagement, while employee engagement negatively influences turnover intention. Notably, perceived organizational support and career development reduce turnover intention, while employee well-being’s effect on turnover intention is through mediation of employee engagement. Employee engagement plays a key mediating role of perceived organizational support, employee well-being, career development and turnover intention.
The Influence of Transformational Leadership and Perceived Organizational Support on Employee Performance through Organizational Citizenship Behavior and Job Satisfaction Adrian Bosrin; Ana Fitriana; Dody Pratama Marumpe; Ilzar Daud; Mazayatul Mufrihah
Journal of Educational Management Research Vol. 5 No. 2 (2026)
Publisher : Al-Qalam Institue

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61987/jemr.v5i2.1943

Abstract

This study aims to examine the effects of transformational leadership and perceived organizational support on employee performance, with organizational citizenship behavior and job satisfaction as mediating variables. A quantitative approach was employed using a survey method involving 228 employees selected through accidental sampling. Data were collected using Likert-scale questionnaires and analyzed with Structural Equation Modeling–Partial Least Squares (SEM-PLS) through SmartPLS 4.0. The results reveal that transformational leadership has a significant negative direct effect on employee performance, while perceived organizational support does not have a significant direct effect. However, both transformational leadership and perceived organizational support have positive and significant effects on organizational citizenship behavior and job satisfaction. Furthermore, organizational citizenship behavior and job satisfaction positively and significantly influence employee performance and serve as mediating variables. These findings indicate that improving employee performance is more effectively achieved through fostering positive work attitudes and discretionary behaviors rather than relying solely on direct leadership influence. The study highlights the importance of strengthening supportive organizational climates and enhancing employee satisfaction to sustain performance outcomes.
The Impact of Work Family Conflict on Turnover Intention: A Study of Married Gen Z Banking Employees in Indonesia with Burnout and Job Satisfaction as Mediators Yupentus Bio Samuel; Ramadania; Dody Pratama Marumpe; Ilzar Daud; Mazayatul Mufrihah
Journal of Educational Management Research Vol. 5 No. 2 (2026)
Publisher : Al-Qalam Institue

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61987/jemr.v5i2.2010

Abstract

This study aims to analyze the effect of work family conflict on turnover intention among married Generation Z employees in the banking sector, with burnout and job satisfaction serving as dual mediating variables. A quantitative approach was employed by distributing online questionnaires to 200 married Gen Z banking employees in Indonesia, and the data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS. The results indicate that work–family conflict has a positive and significant effect on turnover intention, although its direct contribution is relatively small. However, work–family conflict exerts a strong and significant influence on increasing burnout and decreasing job satisfaction. Among the variables examined, job satisfaction emerged as the most dominant predictor in reducing turnover intention, demonstrating the highest path coefficient. Furthermore, the mediation analysis confirms that burnout and job satisfaction function as significant emotional mechanisms that translate work–family conflict into turnover intention, with the mediating role of job satisfaction being substantially stronger than that of burnout. These findings imply that maintaining and enhancing job satisfaction is a critical talent retention strategy, particularly in mitigating the adverse effects of work–family conflict among married Gen Z employees in the banking industry.
The The Influence of Environmental Concern on the Intention to Pay Green Zakat: An Integration of the Theory of Planned Behavior Kemas Ammar Amany; Nur Afifah; Ilzar Daud; Heriyadi; Ahmadi
Journal of Educational Management Research Vol. 5 No. 3 (2026)
Publisher : Al-Qalam Institue

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61987/jemr.v5i3.2072

Abstract

Zakat has role strategic in distribution wealth and empowerment social, as well as potential support the development agenda sustainable development (SDGs) through draft green zakat. Although its potential big, realization zakat collection in Indonesia is still low. This study aims to analyze influence environmental concern to intention pay green zakat with integrate Theory of Planned Behavior (TPB) framework. Through approach quantitative PLS-SEM on 222 respondents, this study tested variables Subjective norm, attitude, and perceived behavioral control. Research results show that subjective norms, attitudes, and perceptions behavioral control influential positive and significant to intention pay green zakat. Meanwhile, environmental concerns No influential direct to intention, but rather through mediation full (full mediation) by variables attitude and perceived behavioral control. This finding confirms that concern ecological zakat payer new will transform become intention real If supported by attitude positive and perception convenience access technical. In conclusion, the success green zakat in Indonesia is not only depends on awareness environment society, but also on the ability institution in build literacy sustainability as well as provide infrastructure inclusive services to reduce obstacle behavior muzaki.
Hybrid Work and Digital Leadership on Employee Performance through Work-Life Balance in Startups in Indonesia Yuli Maharani; Anwar Azazi; Efa Irdhayanti; Ilzar Daud; Ahmad Shalahuddin
Journal of Educational Management Research Vol. 5 No. 4 (2026)
Publisher : Al-Qalam Institue

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61987/jemr.v5i4.2576

Abstract

This study aims to examine the effect of hybrid work and digital leadership style on employee performance, with work-life balance as a mediating variable in technology startup environments. A quantitative explanatory design was applied to test the proposed relationships among variables. Data were collected through surveys of 200 employees working in hybrid-based technology startups across Java. The analysis used Partial Least Squares-Structural Equation Modeling (PLS-SEM) to evaluate both direct and indirect effects between constructs. The results indicate that hybrid work has no significant direct effect on employee performance, while digital leadership shows a significant positive effect on performance improvement. Both hybrid work and digital leadership significantly enhance work-life balance among employees. Furthermore, work-life balance positively influences employee performance and functions as a full mediator in the relationship between hybrid work and performance, and as a partial mediator between digital leadership and performance. These findings highlight the importance of balancing work arrangements and leadership practices to optimize employee outcomes in digital startup ecosystems.
Job stress and burnout, their impact on nurse performance: a literature study Epriyanto Epriyanto; Nurul Komari; Ilzar Daud
Economic: Journal Economic and Business Vol. 5 No. 2 (2026): ECONOMIC: Journal Economic and Business
Publisher : Lembaga Riset Mutiara Akbar (LARISMA)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56495/ejeb.v5i2.1545

Abstract

Nursing staff are exposed to high levels of stress and burnout, conditions that can potentially erode professional performance and compromise patient safety. Previous studies have generally been partial and have not been able to comprehensively integrate the latest empirical findings. This article aims to examine the impact of occupational stress and burnout on nurse performance and formulate recommendations for evidence-based intervention strategies. This study used a systematic literature review approach to 25 empirical articles published between 2015 and 2024, sourced from PubMed, ScienceDirect, and Google Scholar databases. The results indicate that occupational stress and burnout have a significant impact on reducing nurse performance, increasing intention to quit, and threatening patient safety. Key triggering factors include excessive workload, long working hours, and limited organizational support. Several interventions have proven effective, including implementing stress management programs, strengthening workplace social support, and restructuring the work environment to make it healthier and more conducive. Occupational stress and burnout are systemic problems that require comprehensive and holistic approaches. Continuous investment in nurses' mental well-being and developing a supportive work environment are key strategies for maintaining optimal performance and improving the quality of healthcare services.
Digital Leadership Simplicity and Organizational Performance: the Roles of Work-From-Anywhere Effectiveness, Employee Engagement, and Attention Stability Among Indonesian Remote-Capable Workers Nur Faliza; Masyhuri Husin; Ilzar Daud
Journal of Economics, Entrepreneurship, Management Business and Accounting Vol 4 No 4 (2026): Volume 4, Issue 4, July 2026
Publisher : CV. Sakura Digital Nusantara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61255/jeemba.v4i4.1035

Abstract

Purpose – This study investigates the effects of digital leadership on work-from-anywhere (FWA) effectiveness, employee engagement, and organizational performance among Generation Z employees in Indonesia. Methodology – A quantitative survey was distributed through LinkedIn to remote workers in Indonesian organizations. Structural Equation Modeling–Partial Least Squares (SEM-PLS) was used to examine relationships among digital leadership, FWA effectiveness, employee engagement, organizational performance, cross-platform work impedance, job-market interruption, and attention stability. Results – Digital leadership positively influenced FWA effectiveness, which subsequently improved employee engagement and organizational performance. Cross-platform work impedance negatively affected attention stability and FWA effectiveness, while job-market interruption reduced attention stability but had no direct effect on FWA effectiveness. Originality– Drawing on Job Demands-Resources theory, this study identifies digital leadership as an important organizational resource for reducing digital distractions in remote work. It provides theoretical and practical insights into managing Generation Z employees in FWA environments.
Study of Transformational Leadership, Employee Well-Being and OCB on Performance mediated by Job Satisfaction Weny Ratna Dewanti; Karsim; Maria Christiana Iman Kalis; Ilzar Daud
Krisnadwipayana International Journal of Management Studies Vol 4 No 2 (2024): Krisnadwipayana International Journal of Management Studies
Publisher : Program Studi Magister Manajemen Universitas Krisnadwipayana

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

Abstract

Teachers must not only provide a good education, but they must also have the quality to perform their duties as learners. Performance becomes one of the main factors determining whether organizations can achieve their goals. This study examines how transformational leadership, well-being, and OCB affect performance through job satisfaction as an intervention variabel. The study used a saturated sampling technique on 60 Al-Fityan Kuburaya Junior High School teachers. Smart PLS 3.0 is used for data management. Convergent validity, discriminant validity and reliability are the measurement models that are utilized. The findings indicate that transformational leadership, employee well-being, and organizational citizenship behavior favorably and substantially impact job satisfaction. However, transformational leadership, employee well-being, and OCB have no significant impact on performance. Thus, job satisfaction can mediate employee well-being, transformational leadership, and OCB on performance.
Eksplorasi Turnover Intention Pada Generasi Z di Pontianak: Pengaruh Toxic Leadership dan Beban Kerja Melalui Stres Kerja Riska Audina; Giriati Giriati; Pramana Saputra; Ilzar Daud; Hasanudin Hasanudin
JEMSI (Jurnal Ekonomi, Manajemen, dan Akuntansi) Vol. 12 No. 3 (2026): Juni 2026
Publisher : Lembaga Komunitas Informasi Teknologi Aceh (KITA), Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35870/jemsi.v12i3.6400

Abstract

Generation Z dominates the workforce in the food and beverage (F&B) sector in Pontianak City, which is known to have a high level of Turnover Intention, particularly in coffee shops and traditional cafés. This study aims to analyze the effect of Toxic Leadership and workload on Turnover Intention, with job stress as a mediating variable. A quantitative approach was employed using purposive sampling involving 150 Generation Z employees. Data were collected through questionnaires and analyzed using the Structural Equation Modeling–Partial Least Squares (SEM-PLS) method with SmartPLS 4.0 software. The results indicate that Toxic Leadership and workload have a positive and significant effect on job stress. Workload and job stress significantly affect Turnover Intention, while Toxic Leadership has no direct effect. Job stress is proven to significantly mediate the relationship between Toxic Leadership and workload on Turnover Intention. This study concludes that job stress plays a key role in explaining Turnover Intention among Generation Z employees. Therefore, effective workload management and the implementation of healthy leadership practices are essential to improving employee retention among Generation Z.
Mediation of Spiritual Human Capital in the Relationship Between Transformational and Spiritual Leadership on the Performance of Prison Officers in West Kalimantan Province huzaifah makmur hidayah; Nurul Komari; Ilzar Daud
Enrichment: Journal of Multidisciplinary Research and Development Vol. 2 No. 10 (2025): Enrichment: Journal of Multidisciplinary Research and Development
Publisher : International Journal Labs

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55324/enrichment.v2i10.277

Abstract

Leadership in organizations is a process that involves many formal and informal leaders at all levels and in various organizational subunits. This study explores the influence of transformational leadership and spiritual leadership on spiritual human capital and officer performance at the West Kalimantan State Prison. Using a quantitative approach with the Structural Equation Modeling (SEM) method, this study tests the hypothesis that transformational and spiritual leadership influence spiritual human capital, which then mediates officer performance. The results of the analysis show that spiritual leadership has a significant influence on officer performance and spiritual human capital, while transformational leadership does not show a significant direct influence. Spiritual human capital was shown to mediate the relationship between spiritual leadership and officer performance. These findings emphasize the importance of meeting officers’ spiritual needs to enhance their performance, as well as the crucial role of spiritual leadership in organizations. This study provides insight into how effective leadership can enhance productivity and performance in the correctional context.
Co-Authors Adrian Bosrin Ahmad Shalahuddin Ahmad Shalahuddin Ahmadi Albert Lianto Ana Fitriana Andi Nu Graha Anwar Azazi Ariawan, Ariawan Audy Nurfadhly Azzis Abdul Munir Dody Pratama Marumpe Efa Irdhayanti Ekky Syahruddin Emba Epriyanto Epriyanto Fajar Kristanto Fauzan, Rizky Felisia Felisia Flavian Skolastika Giriati Giriati Haliza Nabila Putri Hartanti Nugrahaningsih Hartanto Hartanto Hasanudin Hasanudin Hasanudin Heriyadi Hesty Rahmadani huzaifah makmur hidayah Juniawati Karsim Kemas Ammar Amany Khristian Maria Christiana Iman Kalis Masyhuri Husin Mazayatul Mufrihah B11212091 Morella Mulyadina Muhammad Sani Kurniawan Neta Yunita Novrianto, Andry Nur Afifah Nur Faliza Nurul Komari Pramana Saputra Ramadania Riska Audina Sri Kurniawati Sulistiowati Sulistiowati Sulistiowati Sulstiowati Syahbandi Syahbandi Titik Rosnani Weny Ratna Dewanti Yuli Maharani Yulyanti Fahruna Yupentus Bio Samuel