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All Journal JAM : Jurnal Aplikasi Manajemen Jurnal Ilmiah Manajemen dan Bisnis (JIMB) Jurnal Maneksi (Management Ekonomi Dan Akuntansi) IJBE (Integrated Journal of Business and Economics) JBMP (Jurnal Bisnis, Manajemen dan Perbankan) SEIKO : Journal of Management & Business PengabdianMu: Jurnal Ilmiah Pengabdian kepada Masyarakat Jurnal Manajemen Jurnal Disrupsi Bisnis E-Jurnal Manajemen Trisakti School of Management (TSM) JUARA: JURNAL WAHANA ABDIMAS SEJAHTERA Return : Study of Management, Economic and Bussines Journal Research of Social Science, Economics, and Management
B. Medina Nilasari, B. Medina
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Agriculture, Biological Sciences & Forestry Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Engineering Environmental Science Industrial & Manufacturing Engineering Law, Crime, Criminology & Criminal Justice Public Health Social Sciences Other

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The Effect of Emotional Intelligence on Self-Efficacy, Job Satisfaction, and Organizational Commitment Among Bumn Bank Frontline Employees in Jabodetabek Bakri, Sorayanti Utami Putri; Nilasari, B. Medina; Nisfiannoor, M.
Journal Research of Social Science, Economics, and Management Vol. 5 No. 2 (2025): Journal Research of Social Science, Economics, and Management
Publisher : Publikasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59141/jrssem.v5i2.1019

Abstract

The ever-increasing level of competition in the banking industry demands the ability of frontliner employees to manage emotions and maintain organizational commitment. This research aimed to analyze the effect of emotional intelligence on self-efficacy and job satisfaction and its impact on organizational commitment among frontliner employees of state-owned banking companies in Jabodetabek. The sample in this study consisted of 200 state-owned banking frontliner employees from Mandiri, BRI, BNI, and BTN in the Jabodetabek area to obtain accurate data. Questionnaires were created using Google Forms and distributed via the WhatsApp social media platform. The unit of analysis was the employees of the state-owned banking frontliners. The data collection technique used was purposive sampling, which is a method based on the research criteria determined by the researcher. Structural equation modeling analysis was conducted using AMOS software. The results of the study show a positive and significant effect of emotional intelligence on self-efficacy and job satisfaction, which in turn impact organizational commitment among frontliner employees of BUMN banking companies in Jabodetabek. Managerial implications suggest that emotional intelligence, self-efficacy, and job satisfaction significantly influence the organizational commitment of frontliner employees in state-owned banks in Jabodetabek. Moreover, this research is highly impactful, presenting an opportunity for banking companies to further develop innovations that are increasingly modern and to attract employees to work in their companies in a comfortable, dedicated, and satisfying manner.
Affective Commitment: The Mediating Role of Job Satisfaction (A Study on Five Star Hotel in Surabaya): Komitmen Afektif: Peran Mediasi Kepuasan Kerja (Studi pada Hotel Bintang Lima di Surabaya) Nilasari, B. Medina; Suwandi, Nikita
JBMP (Jurnal Bisnis, Manajemen dan Perbankan) Vol. 11 No. 2 (2025): September: JBMP Vol.11 No. 2 2025
Publisher : Universitas Muhammadiyah Sidoarjo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21070/jbmp.v11i2.2074

Abstract

This study aims to analyze the influence of human resources management practices (HRM practices) and organizational communication on affective commitment mediated by job satisfaction. The sample was employees of Five Star Hotels in Surabaya. With the purposive sampling method, 180 respondents were obtained as samples. The results showed that recruitment & selection and organizational communication had an effect on job satisfaction, while training & socialization and employment security had no effect on job satisfaction. Training & socialization, employment security, and job satisfaction have an effect on affective commitment, while recruitment and selection have no effect on affective commitment. Job satisfaction as a mediating variable can strengthen the influence of HRM practices on affective commitment and the influence of organizational communication on affective commitment.
THE EFFECT OF SELF-EFFICACY AND EXTRINSIC REWARDS ON INNOVATIVE WORK BEHAVIOUR (IWB) MEDIATED BY WORK ENGAGEMENT ON EMPLOYEES AT PERTAMINA IN SUMBAGUT Ramadhan, Muhammad Syahrul; Nilasari, B. Medina; Berliyanti, Dita Oki
Jurnal Maneksi (Management Ekonomi Dan Akuntansi) Vol. 14 No. 4 (2025): December
Publisher : Politeknik Negeri Ambon

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31959/jm.v14i4.3464

Abstract

Introduction: This research aims to examine the impact of Work Engagement on Innovative Work Behaviour (IWB) among PT Pertamina employees in North Sumatra (Sumbagut), mediated by Self-Efficacy and Extrinsic Reward. To address the issues, it is essential to exhibit innovative work behaviour of the complex energy industry, including expectations for efficiency, transparent governance, and sustainable innovationMethods: This study adopts a quantitative methodology via a survey technique via a questionnaire administered to 141 Pertamina employees in Sumbagut. Data analysis was conducted via Structural Equation Modelling (SEM) through AMOS software.Results: The findings indicated that Self-Efficacy and Extrinsic Reward exert a favourable and significant influence on Innovative Work Behaviour, both directly and via the mediation of Work Engagement. This discovery validates the significance of personal self-assurance and external incentives in fostering work engagement and innovative behaviour among employees.Conclusion and suggestion: This research offers a tangible contribution to human resource management in designing strategies to improve employee innovation performance by strengthening internal and external factors and creating a work environment that supports engagement. Keywords: Self-Efficacy, Extrinsic Reward, Work Engagement, Innovative Work Behaviour.
The Role of Big Data Predictive Analytics as A Mediator of The Influence of Recruitment and Selection, Remuneration and Rewards, Training, and Development on Employee Retention Masputra, Hilman; Nilasari, B. Medina; Nisfiannoor, M
Return : Study of Management, Economic and Bussines Vol. 2 No. 4 (2023): Return : Study of Management, Economic And Bussines
Publisher : PT. Publikasiku Academic Solution

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57096/return.v2i04.91

Abstract

The purpose of this study was to determine the effect of recruitment and selection, remuneration and rewards, as well as training and development on employee retention mediated by the big data predictive analytics variable. The method in this study uses a quantitative method which is an approach, an assessment based on numbers using statistical calculations. The samples in this study were employees of PT Addis Citra with a total of 145 respondents. The data collection technique used in this study was a questionnaire or questionnaire. While the data analysis in this study used the Structural Equation Model (SEM) with the AMOS 26 program. The research results obtained show that the variables of recruitment and selection, remuneration and rewards, and training and development have an effect on big data predictive analytics. Furthermore, big data predictive analytics variables affect employee retention, and big data predictive analytics has a mediating role in influencing recruitment and selection, remuneration and rewards as well as training and development on employee retention.
Faktor-Faktor yang Mempengaruhi Work Engagement Karyawan pada Sektor Jasa Keuangan Ramadan, Alvian Satria; Berliyanti, Dita Oki; Nilasari, B. Medina; Yuniarti, Intan
Jurnal Disrupsi Bisnis Vol. 8 No. 6 (2025): Jurnal Disrupsi Bisnis
Publisher : Prodi Manajemen, Fakultas Ekonomi, Universitas Pamulang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32493/drb.v8i6.54479

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh Toxic Leadership dan Shift Work terhadap Work Engagement, dengan Psychological Well-Being sebagai variabel mediasi, di sektor jasa keuangan. Data dikumpulkan melalui kuesioner yang dibagikan kepada 151 responden menggunakan metode sampling purposif. Hasil analisis menggunakan Structural Equation Modeling (SEM) menunjukkan bahwa Toxic Leadershiptidak memiliki pengaruh signifikan terhadap Psychological Well-Being (p-value = 0.174) dan Work Engagement (p-value = 0.485). Sebaliknya, Shift Work menunjukkan pengaruh negatif yang signifikan terhadap Psychological Well-Being (p-value = 0.000). Hal ini berfungsi sebagai mediator dalam hubungan antara Shift Work dan Work Engagement (p-value = 0.000). Penelitan ini menyarankan bahwa meskipun karyawan yang Shift Work  menghadapi tantangan yang dapat mempengaruhi Psychological Well-Being mereka, manajemen yang efektif dapat mengurangi dampak negatif tersebut, sehingga meningkatkan Work Engagement. Penelitian ini memberikan wawasan berharga bagi manajemen dalam menciptakan lingkungan kerja yang mendukung, terutama di industri jasa keuangan.
Factors Affecting Employee Engagement Mediated by Practices and Workplace Happiness in Private Companies Gulo, Alfin Kristian; Berliyanti, Dita Oki; Nilasari, B. Medina
Jurnal Ilmiah Manajemen dan Bisnis Vol 11, No 3 (2025): Jurnal Ilmiah Manajemen dan Bisnis
Publisher : Universitas Mercu Buana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22441/jimb.v11i3.36535

Abstract

This study aims to analyze the effect of Sustainable Human Resource Management (SHRM) and Drivers of Employee Engagement on Employee Engagement, with Practices and Workplace Happiness as mediating variables. This research was conducted in private companies in the Jabodetabek area. Data was collected from 141 respondents using a questionnaire and analyzed using the Smart PLS Method. The results showed that SHRM has a positive and significant effect on Practices and Workplace Happiness, and Practices and Workplace Happiness have a positive and significant effect on Employee Engagement. In addition, Drivers of Employee Engagement also has a positive and significant influence on Employee Engagement. These findings indicate the importance of combining sustainable HR practices and a happy work environment to optimize employee engagement.
Antecedents of Job Satisfaction to Moonlighting Intentions Mediated by Organizational Commitment of Private Companies in Jakarta Afandi, Irawan; Nilasari, B. Medina; Berliyanti, Dita Oki
Jurnal Ilmiah Manajemen dan Bisnis Vol 11, No 3 (2025): Jurnal Ilmiah Manajemen dan Bisnis
Publisher : Universitas Mercu Buana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22441/jimb.v11i3.36867

Abstract

This research aims to examine the influence of Moonlighting Intention and Personal Reasons on Job Satisfaction and Organizational Commitment, with a particular focus on the mediating role of Organizational Commitment. The study was conducted among employees working in private companies located in Jakarta, Indonesia. A total of 184 respondents participated, representing diverse educational backgrounds, working experiences, and demographic characteristics. The research applied a quantitative approach with data collected through a structured online questionnaire distributed via Google Forms, utilizing a cross-sectional survey design. Data were analyzed using descriptive statistics and hypothesis testing. The results indicate that Moonlighting Intention has a positive and significant impact on both Job Satisfaction and Organizational Commitment. However, Personal Reasons do not significantly influence Organizational Commitment or Job Satisfaction. Furthermore, Organizational Commitment shows a positive and significant effect on Job Satisfaction, but it does not function as a mediating variable between Moonlighting Intention or Personal Reasons and Job Satisfaction.These findings suggest that employees' intention to engage in additional jobs outside their primary employment does not necessarily reduce their organizational commitment or satisfaction levels. Conversely, personal motivations alone are insufficient to enhance employees’ commitment or satisfaction without organizational support. The study highlights the importance of strengthening organizational policies that foster employee engagement, loyalty, and satisfaction, particularly in the context of balancing external work activities and organizational responsibilities. The results contribute to the growing body of research on employee behavior in the private sector, providing valuable insights for organizational management to develop more effective human resource strategies
Co-Authors AA. Hubur Afandi, Irawan Baisa, Quthrin Nada Machzum Bakri, Sorayanti Utami Putri Berliyanti, Dita Oki Deliza Henny Devinta, Florensia Rosary Meida Dewinta, Lulu Pearla Gulo, Alfin Kristian Hermanto Yaputra Idha Farida Masputra, Hilman Nisfiannoor, M Nisfiannoor, M. Nisfiannoor, Muhammad Pongoh, Andri Sebastian Rahmawati, Ulfi Naria Ramadan, Alvian Satria Ramadhan, Muhammad Syahrul Ratna Darasih Rezki Setya Widhi Sasantyarini, Sasantyarini Susy Muchtar Suwandi, Nikita Ulfi Naria Rahmawati Utomo, M. Razka Walidaeni, Ihsanul Wangi, Titisari Sekar ? WIDAYATI, NURTI Yuniarti, Intan Zuita, Stevani Cristin