Article Per Year (5 Year)
p-Index From 2021 - 2026
5.041
P-Index
This Author published in this journals
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 Disrupsi Bisnis 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) Journal of Ekonomics, Finance, and Management Studies
Andreas Wahyu Gunawan
Unknown Affiliation
Religion 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

Published : 37 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 37 Documents
Search

 1   2   3   4 
The Role of Organizational Culture on Employee Performance Influenced by Job Satisfaction and Knowledge Sharing and Its Impact on Organizational Performance Dibyo Yaksaprawira; Justine Tanuwijaya; Andreas Wahyu Gunawan
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 7 No 3 (2024): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v7i3.5623

Abstract

This study aims to analyze the influence of Organizational Culture on Employee Performance through Job Satisfaction and Knowledge Sharing, and its impact on Organizational Performance. Based on the results of the study, it can be concluded that: (1) Organizational Culture has a positive effect on Employee Performance, which shows that employee perceptions of organizational culture in Digital Banks in Indonesia throughout Indonesia affect their performance. (2) Organizational Culture also has a positive effect on Knowledge Sharing, indicating that a high organizational culture affects the sharing of knowledge among employees. (3) Organizational Culture has a positive effect on Job Satisfaction, indicating that the perception of a good organizational culture increases employee job satisfaction. (4) Job Satisfaction has a positive effect on Employee Performance, so that high job satisfaction increases employee performance. (5) Knowledge Sharing has a positive effect on Employee Performance, indicating that high knowledge sharing contributes to employee performance. (6) Job Satisfaction fully and significantly mediates the relationship between Organizational Culture and Employee Performance, which means that job satisfaction is the main link between organizational culture and employee performance. (7) Knowledge sharing also fully and significantly mediates the relationship between Organizational Culture and Employee Performance, confirming that knowledge sharing plays an important role in the influence of organizational culture on performance. (8) Employee Performance has a positive effect on Organizational Performance, indicating that good employee performance contributes to overall organizational performance.
PENGARUH HUMAN RESOURCE PRACTICE DAN E-HRM TERHADAP ORGANIZATIONAL PERFORMANCE MELALUI JOB SATISFACTION Rahayu, Meydiana Eka; Andreas Wahyu Gunawan
Jurnal Ekonomi Trisakti Vol. 6 No. 1 (2026): April
Publisher : Lembaga Penerbit Fakultas EKonomi dan Bisnis 

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.25105/jet.v6i1.25314

Abstract

Di era digital, organisasi menghadapi tantangan meningkatkan kinerja melalui pengelolaan SDM yang efektif, termasuk Human Resource Practices (HRP) dan Electronic Human Resource Management (E-HRM). Penelitian ini menguji pengaruh keduanya terhadap Organizational Performance (OP) dengan Job Satisfaction (JS) sebagai mediasi, pada karyawan RSU Bunda Jakarta dan RSIA Bunda Jakarta. Kesenjangan literatur terdahulu terletak pada kurangnya integrasi HRP dan E-HRM secara simultan di konteks rumah sakit Indonesia. Pendekatan kuantitatif dengan Structural Equation Modeling (SEM) via AMOS, survei 100 karyawan (purposive sampling). Instrumen kuesioner Likert 1-5, uji validitas (loading >0.70, AVE >0.50), reliabilitas (Cronbach's Alpha >0.70), dan goodness of fit (RMSEA 0.045, CFI 0.986). HRP dan Electronic Human Resource Management berdampak signifikan positif bagi Job Satisfaction serta Organizational Performance langsung; Job Satisfaction memediasi Human Resource Practices dan E-HRM terhadap Organizational Performance. Namun, Job Satisfaction tidak berdampak langsung signifikan pada Organizational Performance. Temuan mendukung integrasi praktik SDM konvensional dan digital untuk tingkatkan kinerja rumah sakit.
Pengaruh ESG dan Career Development terhadap Organizational Work Performance dimediasi oleh Organizational Commitment pada karyawan Generasi Milenial di Industri Otomotif Jakarta Widiastuti, Widi; Gunawan Putra, Andreas Wahyu; Rachma, Febby Aulia
Jurnal Disrupsi Bisnis Vol. 9 No. 2 (2026): Jurnal Disrupsi Bisnis
Publisher : Prodi Manajemen, Fakultas Ekonomi, Universitas Pamulang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32493/drb.v9i2.55888

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh ESG Activities dan Career Development terhadap Organizational Work Performance dengan Organizational Commitment sebagai variabel mediasi pada karyawan milenial di industri otomotif di Jakarta. Penelitian ini menggunakan pendekatan kuantitaif dengan Teknik purposive sampling terhadap 200 responden. Data dianalisis menggunakan Structural Equation Modeling (SEM) dengan bantuan perangkat lunak AMOS. Hasil penelitian menuinjukan bahwa ESG Activites dan Career Development berpengaruh positif terhadap Organizational Work Performance. ESG Activities juga berpengaruh positif terhadap Organizational Commitment, sedangkan Career Development tidak berpengaruh signifikan terhadap Organizational Commitment. Analisis mediasi menunjukan bahwa Organizational Commitment memediasi secara parsial hubungan antara ESG Activites dan Organizational Work Performance, namun tidak memediasi hubungan antara Career Development dan Organizational Work Performance. Penelitian ini memberikan kontribusi empiris dengan menegaskan peran ESG Activities sebagai factor strategis yang meningkatkan kinerja karyawan milenial melalui mekanisme Organizational Commitment pada industri otomotif di Jakarta.
Determinan Employee Performance: Peran Mediasi Employee Engagement di Industri Teknologi di Indonesia Bayudi Ramadani; Justine Tanuwijaya; Andreas Wahyu Gunawan
El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam Vol. 6 No. 6 (2025): El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam
Publisher : Intitut Agama Islam Nasional Laa Roiba Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47467/elmal.v6i6.7849

Abstract

In the era of globalization and rapid technological advancements, the technology industry has become one of the most dynamic and competitive sectors. Employee performance in this industry plays a crucial role in determining the success and competitiveness of companies. Optimal employee performance not only contributes to the company's productivity but also drives innovation, operational efficiency, and customer satisfaction. This study aims to examine the factors influencing employee performance through the mediation of employee engagement in the Indonesian technology industry, specifically companies engaged in insurance and crowdfunding. The research employs a quantitative approach with survey methods, gathering data from 241 employees from two major technology companies in Indonesia. The variables studied include Perceived Organizational Support (POS), trust and respect, organizational commitment, and organizational culture. The results indicate that Perceived Organizational Support, trust and respect, organizational commitment, and organizational culture significantly influence employee engagement, which in turn positively impacts employee performance. Data obtained were analysed using SmartPLS application to test causal relationships among the research variables. The findings underscore the importance of fostering a supportive, respectful, and committed organizational environment to enhance employee engagement and performance. This research makes a significant contribution to human resource management literature by demonstrating that employee engagement plays a crucial mediating role in the relationship between organizational determinants and employee performance.
PENGARUH DIGITAL LEADERSHIP DAN ORGANIZATIONAL CULTURE TERHADAP EMPLOYEE PERFORMANCE MELALUI DIGITAL TRANSFORMATION PADA PERUSAHAAN AVIASI Hafizhah, Alya; Andreas Wahyu Gunawan
Jurnal Ekonomi Trisakti Vol. 6 No. 1 (2026): April
Publisher : Lembaga Penerbit Fakultas EKonomi dan Bisnis 

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.25105/jet.v6i1.25066

Abstract

Transformasi digital menjadi kebutuhan strategis bagi industri aviasi yang memiliki kompleksitas operasional dan ketergantungan tinggi terhadap teknologi. Keberhasilan transformasi digital tidak hanya ditentukan oleh adopsi teknologi, tetapi juga dipengaruhi oleh kepemimpinan dan pembelajaran organisasi. Penelitian ini bertujuan untuk menganalisis pengaruh Digital Leadership dan Organizational Learning terhadap Employee Digital Performance dengan Employee Dynamic Capability sebagai variabel mediasi pada industri aviasi. Penelitian ini menggunakan pendekatan kuantitatif dengan metode survei terhadap 202 responden karyawan industri aviasi. Data dikumpulkan melalui kuesioner dan dianalisis menggunakan Structural Equation Modeling (SEM) dengan bantuan aplikasi AMOS. Hasil penelitian menunjukkan bahwa Digital Leadership dan Organizational Learning berpengaruh positif dan signifikan terhadap Employee Dynamic Capability serta Employee Digital Performance. Selain itu, Employee Dynamic Capability terbukti memediasi pengaruh Digital Leadership dan Organizational Learning terhadap Employee Digital Performance. Temuan ini menegaskan pentingnya peran kepemimpinan digital yang visioner dan praktik pembelajaran organisasi yang berkelanjutan dalam meningkatkan kinerja digital karyawan di industri aviasi.
PERAN ORGANIZATIONAL COMMITMENT PADA KARYAWAN UP3 (UNIT PELAKSANAAN PELAYANAN PELANGGAN) Fitriyani; Andreas Wahyu Gunawan
Jurnal Ekonomi Trisakti Vol. 6 No. 1 (2026): April
Publisher : Lembaga Penerbit Fakultas EKonomi dan Bisnis 

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.25105/jet.v6i1.25088

Abstract

Kinerja pegawai merupakan faktor kunci dalam meningkatkan efektivitas organisasi sektor publik, khususnya di tengah tuntutan transformasi digital dan peningkatan kualitas pelayanan kepada masyarakat. Unit Pelaksana Pelayanan Pelanggan (UP3) Pondok Gede sebagai organisasi pelayanan publik dituntut tambahmemiliki sumber daya manusia yang tidak hanya kompeten secara teknis, tetapi juga memiliki kondisi psikologis kerja yang mendukung kinerja optimal. Faktor-faktor psikologis seperti kepuasan kerja, dukungan atasan, dan komitmen organisasional menjadi aspek penting yang perlu diperhatikan oleh manajemen organisasi. Kepuasan kerja mencerminkan tingkat kenyamanan dan perasaan positif pegawai terhadap pekerjaannya, sementara perceived supervisor support menggambarkan sejauh mana pegawai merasa dihargai dan didukung oleh atasan dalam menjalankan tugasnya. Kedua faktor tersebut diyakini berperan dalam membentuk komitmen organisasional yang kuat, yang pada akhirnya berdampak pada peningkatan kinerja pegawai. Penelitian ini bertujuan untuk menganalisis pengaruh job satisfaction dan perceived supervisor support terhadap job performance dengan organizational commitment sebagai variabel mediasi pada pegawai UP3 Pondok Gede.
PERAN AFFECTIVE COMMITMENT TERHADAP EMPLOYEE INNOVATIVE BEHAVIOR TENANT OFFICE DI TCC BATAVIA, JAKARTA PUSAT Azzahra, Agna; Andreas Wahyu Gunawan
Jurnal Ekonomi Trisakti Vol. 6 No. 1 (2026): April
Publisher : Lembaga Penerbit Fakultas EKonomi dan Bisnis 

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.25105/jet.v6i1.25141

Abstract

Penelitian ini menelaah bagaimana Digital Leadership dan Green Satisfaction memengaruhi Employee Innovative Behavior pada karyawan tenant di TCC Batavia, Jakarta Pusat. Temuan utama menunjukkan bahwa pengaruh kedua faktor tersebut terhadap perilaku inovatif bekerja secara tidak langsung—melalui penguatan Affective Commitment—daripada memberikan efek langsung yang signifikan. Dengan kata lain, dukungan digital dan kepuasan terhadap praktik hijau harus dikonversi menjadi keterikatan emosional untuk benar-benar mendorong munculnya inisiatif dan realisasi ide baru. Hasil ini memberi arah praktis bagi manajer dan HR untuk menautkan program digital dan keberlanjutan dengan strategi peningkatan ikatan afektif karyawan.  
Co-Authors Achmad Fauzan, Achmad Adhihusada, Christophorus Kevin Anggun Amanda Endah Pratiwi Anwar, Muhammad Khaerul Aqsa Fadillah Aseanty, Deasy Ayu Wulandari Azzahra, Agna Bayudi Ramadani Dibyo Yaksaprawira Fadillah, Aqsa Fatimah, Tuti Fitriyani Godfrid, Ronald Junus Hafizhah, Alya 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 Rachma, Febby Aulia Rahayu, Meydiana Eka 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 widiastuti, widi Wiranti, Ridha Yusuf Dewantoro Herlambang Ziliwu, Hendik Arianto