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All Journal Jurnal Ekonomi : Journal of Economic Sains Manajemen:Jurnal Manajemen UNSERA Syntax Literate: Jurnal Ilmiah Indonesia EKONOMIS : Journal of Economics and Business J-MAS (Jurnal Manajemen dan Sains) Fair Value: Jurnal Ilmiah Akuntansi dan Keuangan Jurnal Maksipreneur: Manajemen, Koperasi, dan Entrepreneurship JURNAL MANAJEMEN BISNIS Dinasti International Journal of Management Science Jurnal Manajemen Jurnal Manajemen Bisnis dan Keuangan Journal La Sociale International Journal of Social Service and Research Jurnal Ekonomi Trisakti Media Riset Bisnis & Manajemen Jurnal Riset Akuntansi Dirkantara Indonesia IIJSE El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam JER Jurnal Ilmiah Bisnis dan Ekonomi Asia (Jibeka)
Andreas Wahyu Gunawan
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Agriculture, Biological Sciences & Forestry Humanities Civil Engineering, Building, Construction & Architecture Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Social Sciences Other

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Strategi Peningkatan Keterampilan Kemampuan Berkomunikasi Bagi Siswa Sekolah Kewirausahaan Cordova GUNAWAN PUTRA, ANDREAS WAHYU; Lukito, Nico
Dirkantara Indonesia Vol. 4 No. 1 (2025): Maret-Agustus 2025
Publisher : PT. Cendekia Sapta Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55837/di.v4i1.129

Abstract

S In the post-pandemic era, small and medium enterprises (SMEs) are required to strengthen communication skills to manage their businesses effectively. The Cordova School of Entrepreneurship, as a partner in developing young entrepreneurs, faces challenges in communication skills, both within teams and with customers. This community service program (PkM) aimed to enhance the communication skills of Cordova students through training in effective communication techniques. The implementation method included workshops, presentations, discussions, and case consultations. A total of 22 participants attended the program on December 17, 2023. The evaluation results indicate improved understanding of communication planning, channel selection, public speaking, and the linkage between communication strategies and target market determination. Participants demonstrated high enthusiasm during the discussions and expressed interest in further mentoring to apply communication strategies. This program provides tangible benefits in strengthening the communication capacity of SMEs, which is expected to improve their business competitiveness in the post-pandemic era. In the future, the program has the potential to be expanded through continuous mentoring and integration with SME digitalization initiatives.
Pengaruh Prosocial dan Intrinsic Motivation terhadap Employee Engagement dengan Mediasi Affective Commitment di Rumah Sakit Gigi dan Mulut Juslily, Marta; Turnip, Dedianto; Gunawan, Andreas Wahyu
Jurnal Maksipreneur Vol 14 No 2 (2025)
Publisher : Universitas Proklamasi 45

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30588/jmp.v14i2.1947

Abstract

Employee engagement has become a topic of research and discussion among practitioners and academics in recent years. Many healthcare workers are experiencing job dissatisfaction, stress, and burnout. Many feel unappreciated by their organizations and are considering quitting due to long working hours. This situation leads many healthcare professionals to contemplate leaving their jobs. This research contributes to filling the gap in studies on educational dental teaching hospitals (RSGM) industries regarding the influence of prosocial and intrinsic motivation on employee engagement, mediated by affective commitment. The hypothesis was tested on samples from 224 healthcare and medical personnel at 5 Educational RSGM, using structural equation modeling (SEM) with AMOS software version 24. The test results indicated that prosocial motivation had no significant impact on employee engagement, whereas the other six hypotheses were confirmed as significant.
PENGARUH JOB STRESS TERHADAP EMPLOYEE PERFORMANCE YANG DIMEDIASI DENGAN ORGANIZATIONAL COMMITMENT PADA KARYAWAN PERUSAHAAN PERDAGANGAN ENERGI Roretta, Tessalonika Magdalena; Andreas Wahyu Gunawan; Netania Emilisa; Mutiara Syafriza
Jurnal Ekonomi Trisakti Vol. 5 No. 2 (2025): Oktober
Publisher : Lembaga Penerbit Fakultas EKonomi dan Bisnis 

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.25105/jet.v3i2.16872

Abstract

Tujuan dari penelitian ini adalah untuk mengetahui pengaruh job stress terhadap employee performance yang dimediasi dengan organizational commitment. Penelitian ini penting sebab berangkat dari upaya perusahaan untuk meningkatkan persaingan dan mencapai keunggulan di tengah persaingan bisnis. Pengujian hipotesis pada penelitian ini menggunakan metode analisis regresi berganda yang menggunakan software SPSS 25. Data dalam penelitian ini, dikumpulkan dari 152 karyawan dengan metode sensus sampling. Hasil penelitian menunjukan bahwa Job Stress memiliki pengaruh negatif terhadap Employee Performance, Job Stress memiliki pengaruh negatif pada Organizational Commitment, adanya pengaruh positif Job Stress terhadap Employee Performance yang dimediasi oleh Organizational Commitment. Diharapkan dari hasil penelitian dapat menambah refrensi bagi para manajerial untuk menurunkan stres kerja karyawan, agar dapat meningkatkan komitmen organisasi yang dapat menghasilkan kinerja karyawan yang lebih baik.
Employee Retention at PT Pos Indonesia: Job Satisfaction as a Mediator Aseanty, Deasy; Madi, Muhammad Reza; Gunawan, Andreas Wahyu
Jurnal Manajemen Vol. 29 No. 3 (2025): October 2025
Publisher : Fakultas Ekonomi dan Bisnis, Universitas Tarumanagara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24912/jm.v29i3.3051

Abstract

This study aims to analyze the Influence of Employee Participation and Self-Efficacy on Employee Retention mediated by Job Satisfaction at PT—Pos Indonesia in Central Jakarta. The data collected were 150 respondents from 26 KCP PT. Pos Indonesia Central Jakarta using Purposive Sampling data collection techniques. The data collected in this study were primary data by distributing questionnaires online using Google Form. Validity and reliability testing, descriptive statistical data analysis by finding the average and hypothesis testing were carried out using SPSS Version 21 and Amos Version 21. The results of this study indicate that Employee Participation and Self-Efficacy mediated by Job Satisfaction have a significant positive effect on Employee Retention. This study is expected to provide an influence for PT. Pos Indonesia Central Jakarta to improve Employee Participation, Self-Efficacy, Job Satisfaction, and Employee Retention of all employees.
The Effect of Transformational Leadership on Psychological Well-Being and Job Performance in Higher Education Institution Medina, Rizka; Tanuwijaya, Justine; Gunawan, Andreas Wahyu
Ekonomis: Journal of Economics and Business Vol 8, No 2 (2024): September
Publisher : Universitas Batanghari Jambi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33087/ekonomis.v8i2.1592

Abstract

This research aims to analyze the influence of transformational leadership on psychological well-being with job performance through job satisfaction as a mediating variable. The data collection method used was a survey using Google Form. This research uses SEM (structural equation model) analysis, by first analyzing the data to test validity, reliability and hypothesis testing with the help of the AMOS program with a sample of 130 educational staff from various work units. The research results show that (1) transformational leadership has a positive effect on job satisfaction; (2) transformational leadership has no influence on psychological well-being; (3) transformational leadership has a positive effect on job performance; (4) transformational leadership has a positive effect on psychological well-being through job satisfaction; (5) transformational leadership has a positive effect on job performance through job satisfaction; (6) job satisfaction has a positive effect on psychological well-being; and (7) job satisfaction has no influence on job performance.
Investigating Talent Management and Intention to Stay as Mediating Transformational Leadership on Employee Performance Saptoprasetyo, Yulianto; Tanuwijaya, Justine; Gunawan, Andreas Wahyu
Syntax Literate Jurnal Ilmiah Indonesia
Publisher : Syntax Corporation

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36418/syntax-literate.v9i5.15259

Abstract

A great leadership is imperative for organization wanted to achieve their goals. Transformational leaders will transform and to realize performance outcomes who is able to motivate, inspires and create a commitment with their followers. This study’s aims to have better understanding the influence of transformational leadership on employee performance, by investigating the mediating role of talent management and intention to stay. The research uses SPSS.25 to correlate between each indicator score with the total construct score to determine. To test the hypothesis and cause and effect depiction’s using AMOS software using Structure Equation Model (SEM) to see both, the direct and undirect correlation between indicators. The sample was 200 public servant working in government agencies located in Jakarta using online surveys with non-contrived setting in cross sectional survey design. The results indicate transformational leadership has a significant positive influence on employee performance as talent management and intention to stay as a mediator. Government agencies are improving their human capital management strategies, as they realize that it leads to increase in productivity, innovation, improved rates of participation which all contribute to society welfare and economy. This study should be able to stress the importance factors of transformational leadership in implementation of talent management, and how intention to stay effects performance of the employee. Transformational leadership has been around over decades, but there is remains a lack of comprehensive studies regarding the influence of talent management and intention to stay and provide different perspective for governments in implementing talent management strategies.
PENGARUH TRAINING AND DEVELOPMENT TERHADAP EMPLOYEE RETENTION YANG DIMEDIASI OLEH JOB SATISFACTION PADA KARYAWAN PERBANKAN Urbani, Winnie Puspitaning; Gunawan, Andreas Wahyu; Mahardika, Salsabila Putri
Jurnal Ekonomi Trisakti Vol. 3 No. 2 (2023): Oktober
Publisher : Lembaga Penerbit Fakultas EKonomi dan Bisnis 

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.25105/jet.v3i2.16873

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh pelatihan dan pengembangan yang dimediasi oleh kepuasan kerja terhadap retensi pegawai di sektor perbankan. Penelitian ini menganalisis karyawan PT. Bank Mandiri Untuk mempertahankan karyawan, strategi retensi karyawan sangat penting untuk memiliki pengalaman dan keterampilan berkualitas agar tetap ingin berada di perusahaan dalam jangka waktu yang lama  sehingga pengetahuan dan keahlian yang telah dimiliki karyawan tidak berpindah ke perusahaan lain serta mengurangi biaya perekrutan dan pelatihan karyawan baru. Job satisfaction memiliki hubungan langsung dan positif dengan employee retention di sektor swasta di Mesir. Oleh karena itu, hasil penelitian ini memberikan dukungan empiris yang kuat untuk hipotesis bahwa training and development dan job satisfaction mempengaruhi employee retention.
PENGARUH ORGANIZATION CULTURE TERHADAP JOB PERFORMANCE YANG DIPENGARUHI OLEH EMPLOYEE ENGAGEMENT DAN JOB SATISFACTION DI PT. XYZ Fadillah, Aqsa; Haula Syifa Utari; Andreas Wahyu Gunawan
Jurnal Ekonomi Trisakti Vol. 3 No. 2 (2023): Oktober
Publisher : Lembaga Penerbit Fakultas EKonomi dan Bisnis 

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.25105/jet.v3i2.16964

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh dari organizational culture terhadap employee performance dengan employee engagement dan job satisfaction sebagai variabel intervening pada karyawan PT. XYZ yang merupakan salah satu perusahaan bidang Jasa di Jakarta. Dalam tiga tahun terakhir, PT. XYZ menunjukkan pertumbuhan bisnis, sehingga menunjukkan adanya kinerja karyawan PT XYZ yang tinggi. Oleh karena itu,penting untuk memperhatikan faktor-faktor yang mempengaruhi kinerja karyawan. Penelitian ini diambil dari jumlah sampel sebanyak 100 responden. Pengujian hipotesis penelitian ini menggunakan SEM (Structual Equation Modelling). Hasil penelitian menunjukkan adanya pengaruh organizational culture terhadap employee engagement dan job satisfaction, serta adanya pengaruh job satisfaction terhadap job performance. Namun penelitian ini tidak ditemukan pengaruh antara employee engagement terhadap job performance dan pengaruh organizational culture terhadap job performance yang dimediasi oleh employee engagement. Sedangkan dalam penelitian ini ditemukan pegaruh antara organizational culture terhadap job performance yang dimediasi oleh job satisfaction.
The Effect of Daily Uplift, Daily Hassles, Family Support Against Well-Being Through Work Engagement Hardiyatno, Wahyu Panji; Tanuwijaya, Justine; Gunawan, Andreas Wahyu
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 7 No 3 (2024): Sharia Economics
Publisher : Sharia Economics Department Universitas KH. Abdul Chalim, Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v7i3.5171

Abstract

This research aims to determine and analyze the influence of daily uplift, daily hassles, and family support on well-being which is mediated by work engagement. The research method used is quantitative research by testing the validity of the variables daily uplift, daily hassles, and family support towards well-being mediated by work engagement in a service industry. This research uses independent variables including daily uplift, daily hassles, and family support. Meanwhile, the dependent variable includes well-being and there is an intervening variable or mediating variable between the two previous variables, namely work engagement. To find out and analyze the relationship between these variables, the author uses the latest version of SPSS Statistical Data Processing calculations and AMOS 24 Data Processing calculations. The research results show that there is a positive and significant influence between the influence of daily uplift and family support on well-being which is mediated by work engagement. On the other hand, the constant presence of daily hassles does not have a significant effect on well-being which is mediated by work engagement. This research implies that it is hoped that human resource management will be able to minimize daily hassles that occur continuously because they have a negative impact on the employees concerned and also on the progress of the company.
Factors Impacting Talent Retention: Case of Indonesia Tambunan, Vebrina Anggraini; Tanuwijaya, Justine; Gunawan, Andreas Wahyu
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 7 No 3 (2024): Sharia Economics
Publisher : Sharia Economics Department Universitas KH. Abdul Chalim, Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v7i3.5572

Abstract

This research examines the influence of HRM Practices, Positive Emotions, and Knowledge Management on Employee Attachment, as well as the influence of Employee Attachment on Talent Retention in the oil and gas industry in Indonesia. The unit of analysis in this research is employees in the oil and gas industry, using causal relationship models and cross-sectional data methods. The variables tested include HRM Practices, Positive Emotions, Knowledge Management, Employee Attachment, and Talent Retention, which are measured with an interval scale using a Likert scale of 1-5. Data was collected through a Google Forms questionnaire distributed via WhatsApp and Instagram to employees of PT. Donggi Senoro LNG (DSLNG), JGC Indonesia (JIND), JOB Pertamina Medco E&P Tomori Sulawesi (JOB Group), and other oil and gas companies, used a purposive sampling technique. Data collection was conducted from June 3, 2024, to July 5, 2024, resulting in 268 respondents with 230 valid responses. The research results show that HRM Practices do not positively affect Employee Attachment, indicating that the increase in HRM Practices perceived by employees has no significant influence on their level of attachment. On the other hand, Positive Emotions and Knowledge Management were found to positively affect Employee Attachment. This confirms that the higher the level of Positive Emotions and Knowledge Management possessed by employees, the higher their attachment to the company. Additionally, Employee Attachment has been proven to have a positive effect on Talent Retention, showing that the higher the employee attachment, the higher the level of talent retention in Indonesia's oil and gas companies. These findings provide important insights for companies in designing strategies to increase employee engagement and retention.
Co-Authors Achmad Fauzan, Achmad Adhihusada, Christophorus Kevin Anggun Amanda Endah Pratiwi Anwar, Muhammad Khaerul Aqsa Fadillah Aseanty, Deasy Ayu Wulandari Bayudi Ramadani Dibyo Yaksaprawira Fadillah, Aqsa Fatimah, Tuti Godfrid, Ronald Junus Hardiyatno, Wahyu Panji Harmiko, Guntur Dian Haula Syifa Utari Indrawan Dona Kumara Juslily, Marta Justine Tanuwijaya Kumara, Indrawan Dona Luther Aprinando Pentury Madi, Muhammad Reza Magdhalena, Elizabeth Mahardika, Salsabila Putri Medina, Rizka Mustika, Klara Mutiara Syafriza Netania Emilisa Nico Lukito Okta Viyanita Putri, Mega Purnama Revanza, Dafa Roretta, Tessalonika Magdalena Sadat, Fauzan Salsabila Rizky Septinia Sari Saptoprasetyo, Yulianto Siagian, Melisa Simbolon, Jeff Aditya Sri Ramadhani Asda Sri Vandayuli Riorini Tambunan, Vebrina Anggraini Theodora, Lydia Gracia Turnip, Dedianto Urbani, Winnie Puspitaning Utomo, Alghani Imansyah Wahyuni, Puri Wiranti, Ridha Yusuf Dewantoro Herlambang Ziliwu, Hendik Arianto