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All Journal Jurnal Manajemen Teori dan Terapan IIJSE
Putri Mega Desiana
Universitas Indonesia, Depok, Indonesia
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education

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The Mediating Effect of Sleep Quality and Burnout Toward Work Engagement among Healthcare Worker Ahmad Naufal Darydzaky; Putri Mega Desiana
Journal of Theoretical and Applied Management (Jurnal Manajemen Teori dan Terapan) Vol. 16 No. 1 (2023)
Publisher : Universitas Airlangga

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.20473/jmtt.v16i1.41036

Abstract

Objective: This study examines the interrelationship among job stress, work engagement, sleep quality, and burnout on JD-R Model. Moreover, this study also analyzes the mediating effect of sleep quality and burnout, which is usually a dependent variable.  Methods: This study was conducted on 236 healthcare workers from various hospitals in Indonesia. The data were collected from an online survey using a 4-Point Likert scale, which was analyzed using Lisrel 8.80 through Structural Equation Modelling (SEM). Findings: The results show that job stress is positively associated with work engagement and burnout. Sleep quality mediates job stress toward work engagement and burnout. Burnout mediates the relationship between job stress and sleep quality. This study also found that job stress was not associated with sleep quality.  Originality/Value: Many studies are competing to understand the emergence and process of burnout and work engagement. This research is heading in a different direction and focuses on exploring and analyzing the variables of burnout, job stress, sleep quality, and work engagement and their interrelationship. Practical/Policy implication: Given the results, this study recommends that healthcare workers be aware of their oath and live a healthy lifestyle. In addition, health institutions could conduct a job analysis and create HR policies that imply productivity and fairness.  
Flexible Working Arrangements and Work-Family Culture Effects on Job Satisfaction: The Mediation Role of Work-Family Conflicts among Female Employees Nadya Alsyifa Mawira Aura; Putri Mega Desiana
Journal of Theoretical and Applied Management (Jurnal Manajemen Teori dan Terapan) Vol. 16 No. 2 (2023)
Publisher : Universitas Airlangga

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.20473/jmtt.v16i2.45960

Abstract

Objective: This study examines the relationship between flexible working arrangements and work-family culture by the mediating role of work-family conflict on the job satisfaction of female employees. Methods: This study was conducted on 295 female workers in Information and Communication Technology (ICT) service companies. The data were collected from an online survey using a 6-Point Likert scale following a non-probability sampling method with a purposive sampling technique which was a sampling method based on specific predetermined standards. The data was analyzed using Lisrel 8.80 through Structural Equation Modelling (SEM). Findings: The results indicate that flexible working arrangements positively and significantly impact work-family conflict and job satisfaction. Additionally, Work-Family Culture has a negative and significant impact on Work-Family Conflict but a positive and significant impact on Job Satisfaction. Meanwhile, Work-family conflict significantly and negatively affects job satisfaction. Another finding is that the relationship between flexible working arrangements and job satisfaction and the impact of work-family culture can be partially mediated by work-family conflict. Originality/Value: Research on work-family variables tends to be mostly studied in the United States and Anglo Countries (U.K., Australia). However, research on this subject in Asia is limited, despite the fact that female employees in this region experience work-family conflicts more frequently. To fill this gap, this study was conducted in Indonesia, Southeast Asia. The findings of this research may also be relevant to other Asian countries that share similar characteristics. Practical/Policy implication: The company's human resources management should implement a family-friendly work culture (WFC) by encouraging and respecting employees' integration of work and family life to prevent and minimize conflict between work and family roles or called Work-Family Conflict (WFCON) during Flexible Working Arrangements (FWA).
Linking Inclusive Leadership, Workplace Spirituality, and Innovative Work Behaviour to Job Performance: An Empirical Study in Public Sector Aldita Kusuma Rahmi; Putri Mega Desiana
Journal of Theoretical and Applied Management (Jurnal Manajemen Teori dan Terapan) Vol. 16 No. 3 (2023)
Publisher : Universitas Airlangga

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.20473/jmtt.v16i3.50976

Abstract

Objective: This study investigates the relationship between inclusive leadership and workplace spirituality by the mediating role of innovative work behaviour on the job performance of public service employees. Design/Methods/Approach: This study involved 904 public sector employees. Data were collected via an online survey using a 7-point Likert scale. The sampling method employed was non-probability and purposive sampling based on predefined criteria. The collected data was analyzed using Lisrel 8.80 through Structural Equation Modelling (SEM) weighted least squares (WLS) estimation. Findings: The results indicate that inclusive leadership and workplace spirituality positively and significantly impact innovative work behaviour and job performance. Additionally, innovative work behaviour has a positive and significant impact on job performance. Meanwhile, innovative work behaviour acted as a partial mediator in the relationship between inclusive leadership and job performance and workplace spirituality and job performance. Originality/Value: Research in public organizations has predominantly treated innovative work behaviour as a dependent variable influenced by organizational environmental factors. There has been a notable absence of studies examining innovative work behaviour as an independent variable within the context of public organizations. Concurrently, despite evidence in several studies indicating the impact of a spiritual climate on innovative work behaviour, such an investigation remains unexplored within the realm of public organizations. Practical/Policy implication: The public sector is advised to foster a climate conducive to workplace spirituality by encouraging the uniqueness and capabilities of employees to nurture a sense of meaning in their work. Moreover, public organizations should nurture leaders with inclusive leadership abilities, such as openness, accessibility, and availability, to stimulate employee innovation.
FLOURISHING TOWARD INNOVATION: HOW AUTHENTIC LEADERSHIP AND WORKPLACE SPIRITUALITY SHAPE INNOVATIVE BEHAVIOR IN INDONESIAN MINING COMPANY Anindita Keumalahayati Alkarisya; Putri Mega Desiana
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 9 No 2 (2026): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v9i2.9980

Abstract

The mining industry in Indonesia faces global challenges and demands for downstreaming. This condition causes the need to increase competitiveness through continuous innovation. Innovation in the organization stems from the existence of individual innovative work behavior, which can be influenced by leadership style and positive conditions in the work environment. This study aims to analyze the influence of authentic leadership and workplace spirituality on innovative work behavior, with employee flourishing as a mediating variable. This study uses a quantitative approach with a survey method of 151 employees at one of the mining companies in Indonesia. Data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) technique. The results showed that workplace spirituality had the strongest influence on employee flourishing and innovative work behavior. Authentic leadership also has a significant effect on innovative work behavior and employee flourishing. Employee flourishing in this study was shown to play a mediating role in the relationship between workplace spirituality and innovative work behavior. However, no mediating role of employee flourishing was found in the relationship between authentic leadership and innovative work behavior. The results of this study reinforce the applicability of broaden-and-build and job-demands resources theories, which state that positive emotions and respectful relationships in organizations can build psychological resources that can support innovation.
Co-Authors Ahmad Naufal Darydzaky Aldita Kusuma Rahmi Anindita Keumalahayati Alkarisya Nadya Alsyifa Mawira Aura