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All Journal MABIS Jurnal Dimensi Jurnal Mirai Management JURNAL MANAJEMEN MOTIVASI Kinerja: Jurnal Ekonomi dan Manajemen Jurnal Ekonomi Integra SEIKO : Journal of Management & Business JURNAL PRODUKTIVITAS MANAJEMEN DEWANTARA Jurnal Ilmiah Manajemen Kesatuan Community Development Journal: Jurnal Pengabdian Masyarakat Management and Sustainable Development Journal Economics and Digital Business Review Jurnal Terapan Manajemen dan Bisnis International Journal of Multi Discipline Science (IJ-MDS) Journal of Social Research SENTRI: Jurnal Riset Ilmiah Jurnal Ledalero Amkop Management Accounting Review (AMAR) Managere: Indonesian Journal of Educational Management JER
Lianto
Universitas Widya Dharma Pontianak
Aerospace Engineering Agriculture, Biological Sciences & Forestry Arts Humanities Astronomy Civil Engineering, Building, Construction & Architecture Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Health Professions Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Public Health Social Sciences

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Person-Organization Fit and Psychological Safety on Affective Commitment through Meaningful Work among University Lecturers Nova Arestia; Lianto Lianto
Jurnal Ilmiah Manajemen Kesatuan Vol. 14 No. 3 (2026): JIMKES Edisi Mei 2026
Publisher : LPPM Institut Bisnis dan Informatika Kesatuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37641/jimkes.v14i3.5237

Abstract

Affective commitment is crucial for sustaining lecturers’ engagement and institutional loyalty in higher education. This study examines how person-organization fit and psychological safety shape affective commitment among university lecturers, with meaningful work proposed as a mediating mechanism. Using a quantitative approach, survey data from 74 lecturers at a private university in Indonesia were analyzed through Partial Least Squares Structural Equation Modeling. The results show that person–organization fit and psychological safety positively and significantly influence meaningful work and affective commitment. Meaningful work also has a significant positive effect on affective commitment. However, the indirect effect of person-organization fit on affective commitment through meaningful work was positive but statistically insignificant, while the indirect effect of psychological safety through meaningful work was also not significant, indicating that meaningful work did not mediate either relationship. These findings suggest that lecturers’ affective commitment is shaped primarily through direct value alignment and supportive interpersonal climates rather than indirect meaning-making mechanisms. The study contributes to organizational behavior literature by clarifying the limited mediating role of meaningful work in academic settings and implies that universities should strengthen institutional value congruence and psychologically safe work environments to enhance lecturers’ commitment.
From Classroom To Brand: How Organizational Culture And Affective Commitment Foster Employer Branding Through Employee Engagement In Buddhist Foundation Schools In Indonesia Kornelia Mawarni; Lianto - Lianto
JURNAL DIMENSI Vol 15, No 1 (2026): Jurnal Dimensi (March 2026)
Publisher : Universitas Riau Kepulauan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33373/dms.v15i1.9036

Abstract

This study examines how organizational culture (OC) and affective commitment (AC) influence employer branding (EB) through the mediating role of employee engagement (EE) among teachers and administrative staff of a Buddhist-affiliated multi-level educational foundation in Singkawang, West Kalimantan, Indonesia. Employer branding research has concentrated almost exclusively on corporate settings and higher education institutions, leaving primary and secondary schools—particularly those operating within faith-based, non-metropolitan contexts—largely unstudied. Drawing on Job Demands–Resources theory, Social Exchange Theory, and Signaling Theory, this study proposes an indirect-only mediation model in which OC and AC shape EB exclusively through EE. A census survey of the entire organizational population (N = 52) was conducted and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) via WarpPLS 8.0. All five hypotheses were supported. Organizational culture positively influenced employee engagement (β = 0.267, p = 0.019), while affective commitment emerged as the dominant engagement driver (β = 0.600, p < 0.001). Employee engagement, in turn, strongly predicted employer branding (β = 0.717, p < 0.001). Both indirect effects were significant: OC → EE → EB (β = 0.191, p = 0.021) and AC → EE → EB (β = 0.430, p < 0.001), confirming indirect-only mediation. The model explained 70.5% of the variance in employee engagement and 51.3% in employer branding. These findings extend employer branding theory into faith-based primary and secondary schools, identify employee engagement as the pivotal internal brand-building mechanism, and offer school leaders actionable guidance: cultivating a values-driven culture and deepening teachers' affective bonds are the most effective pathways to strengthening institutional reputation as an employer.
The Effect of Job Satisfaction on Organizational Citizenship Behavior: The Mediating Role of Organizational Commitment among Nurses in a Hospital Vilin Yangriani; Lianto Lianto
Jurnal Mirai Management Vol 11, No 2 (2026)
Publisher : STIE AMKOP

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37531/mirai.v11i2.12275

Abstract

Penelitian ini bertujuan untuk menguji pengaruh kepuasan kerja terhadap Organizational Citizenship Behavior (OCB) dengan komitmen organisasi sebagai variabel mediasi pada perawat Rumah Sakit Santo Antonius Pontianak. Penelitian menggunakan pendekatan kuantitatif eksplanatori dengan melibatkan 64 perawat sebagai responden. Data dianalisis menggunakan PLS-SEM dengan WarpPLS 8.0. Hasil penelitian menunjukkan bahwa kepuasan kerja berpengaruh signifikan terhadap komitmen organisasi dan OCB. Komitmen organisasi juga berpengaruh signifikan terhadap OCB serta memediasi hubungan antara kepuasan kerja dan OCB. Temuan ini menunjukkan bahwa perilaku extra-role perawat dipengaruhi secara langsung oleh pengalaman kerja yang positif maupun secara tidak langsung melalui keterikatan terhadap organisasi. Penelitian ini memperkuat penerapan Social Exchange Theory dan Conservation of Resources Theory dalam konteks layanan kesehatan. Secara praktis, manajemen rumah sakit perlu meningkatkan kepuasan kerja perawat untuk memperkuat komitmen organisasi dan mendorong OCB. Kata Kunci: kepuasan kerja; komitmen organisasi; perilaku kewargaan organisasi; perawat; layanan kesehatan
WORKPLACE SPIRITUALITY AND CITIZENSHIP AT THE FRONTLINE: THE MEDIATING ROLE OF ORGANIZATIONAL COMMITMENT AMONG EMERGENCY AND INTENSIVE CARE NURSE IN INDONESIA Boston Sitinjak; Lianto
MANAJEMEN DEWANTARA Vol 9 No 3 (2025): MANAJEMEN DEWANTARA
Publisher : Universitas Sarjanawiyata Tamansiswa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30738/md.v9i3.20888

Abstract

Penelitian ini menyelidiki pengaruh spiritualitas tempat kerja (WPS) terhadap perilaku kewarganegaraan organisasi (OCB) melalui peran mediasi komitmen organisasi (OC) di antara perawat yang bekerja di Unit Gawat Darurat dan Perawatan Intensif Rumah Sakit Antonius Pontianak . Survei kuantitatif potong lintang dilakukan dengan sampel sensus 92 perawat, menggunakan skala Likert yang tervalidasi untuk mengukur WPS, OC, dan OCB. Data dianalisis menggunakan SmartPLS 4.0 , dengan evaluasi model pengukuran dan struktural, termasuk pengujian mediasi melalui bootstrapping. Berdasarkan Teori Peristiwa Afektif dan Teori Pertukaran Sosial, studi ini mengantisipasi bahwa WPS akan memengaruhi OC dan OCB secara positif, bahwa OC akan meningkatkan OCB, dan bahwa OC akan memediasi sebagian hubungan WPS-OCB. Hasil penelitian ini diharapkan dapat berkontribusi secara teoritis dengan memperluas penelitian spiritualitas di tempat kerja ke konteks keperawatan perawatan kritis dan secara praktis dengan memandu para pemimpin rumah sakit dalam mengembangkan lingkungan yang mendukung secara spiritual yang memperkuat komitmen dan perilaku kewarganegaraan perawat untuk meningkatkan kualitas perawatan pasien.
System Dynamics-Based Policy Design for Circular Economy: Achieving Sustainability Under SDG 12 Aloysius Hari Kristianto; Lianto Lianto; Agustinus Kismet; Widyanto Widyanto; Ahmad Soleh
International Journal of Multi Discipline Science (IJ-MDS) Vol 8, No 2 (2025): Volume 8 Number 2 August 2025
Publisher : STKIP Singkawang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26737/ij-mds.v8i2.7102

Abstract

The purpose of this study is to assess the impact of circular economy waste management implementation in Indonesia on environmental quality, public health, and long-term economic growth, as well as to provide policy options based on SDG 12. The System Dynamics technique involved modelling four subsystems: population, waste management, environmental contamination, and public health. Secondary data were gathered from SIPSN, BPS, and relevant literature and analysed using the Causal Loop Diagram (CLD), Stock Flow Diagram (SFD), and Mean Absolute Percentage Error (MAPE) accuracy validation. According to the simulation results, increasing the implementation of the 3R concept (Reduce, Reuse, Recycle) by 20% over 20 years (2011-2030) could reduce managed waste generation by 6.38 million tonnes per year, increase the GDP contribution of the waste management sector by 261.6%, and reduce air (62.04 Mg/L) and water (38.86 Mg/L) pollution. Furthermore, ARI and diarrhoea cases dropped by 74.8%. Model validation yielded a relatively low error rate (MAPE 2.39-14.44%), showing the model's dependability as a policy planning tool. The study's findings emphasise the significance of improving infrastructure (waste bank, MRF), integrating digital technologies, fostering multisector collaboration, and providing continual education. The findings lead to the creation of a system dynamics-based policy model for achieving SDG 12 through an inclusive circular economy strategy.
Building Teacher Engagement through Value Fit and Organizational Support: The Mediating Role of Commitment Simião de Andrade Martins; Lianto Lianto; Sunardi Ginting
Economics and Digital Business Review Vol. 7 No. 1 (2026)
Publisher : STIE Amkop Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37531/ecotal.v7i1.3716

Abstract

Employee engagement is a critical determinant of organizational effectiveness in the education sector, particularly in developing countries where institutional systems are still evolving. This study examines the effects of Person-Organization Fit (P-O Fit) and Perceived Organizational Support (POS) on Employee Engagement (EE), with Organizational Commitment (OC) as a mediating variable. A quantitative explanatory design was employed involving 163 teachers from Catholic private secondary schools in Dili, Timor-Leste. Data were collected through structured questionnaires and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with WarpPLS 8.0. The results indicate that P–O Fit and POS have positive and significant effects on Organizational Commitment and Employee Engagement. Organizational Commitment also significantly influences Employee Engagement. Mediation analysis reveals partial mediation, with OC mediating the relationship between POS and EE and marginally mediating the relationship between P-O Fit and EE. The model explains 48.9% of the variance in employee engagement. These findings highlight the central role of organizational commitment in transforming value alignment and institutional support into stronger teacher engagement. The study contributes to engagement literature within faith-based educational institutions in developing country contexts
Mapping the Path to Teacher Performance: Discipline, Emotional Intelligence, and Job Satisfaction Valentinus Vally; Lianto Lianto
Managere: Indonesian Journal of Educational Management Vol. 7 No. 4 (2025)
Publisher : Universitas Nurul Jadid

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52627/managere.v7i4.1359

Abstract

This study aims to analyze the influence of work discipline and emotional intelligence on teacher performance with job satisfaction as a mediating variable. Using a quantitative approach and Structural Equation Modeling analysis with SmartPLS 4.0, data were analyzed from 39 respondents. The results showed that work discipline had a significant effect on job satisfaction (β = 0.771; p < 0.001) and teacher performance (β = 0.538; p < 0.001). In contrast, emotional intelligence did not show a significant effect on job satisfaction (β = 0.038; p = 0.729), but directly affected teacher performance (β = 0.346; p < 0.001). Job satisfaction made a positive contribution to performance (β = 0.315; p = 0.006) and partially mediated the relationship between work discipline and performance (β = 0.242; p = 0.006). This model explains 84.5% of the variance in teacher performance. These findings confirm that work discipline is an important personal resource for improving performance, both directly and by increasing job satisfaction. At the same time, emotional intelligence serves as a direct driver of performance. Practical implications recommend improved discipline, performance-based emotional intelligence training, and improved working conditions to support optimal job satisfaction.
IMPROVING TEACHER PERFORMANCE THROUGH JOB SATISFACTION AS A MEDIATOR OF SERVANT LEADERSHIP AND SELF-EFFICACY Wendy Prawiro; Lianto; Sunardi Ginting
Management and Sustainable Development Journal Vol. 7 No. 1 (2025): Management and Sustainable Development
Publisher : Department of Management - Institut Shanti Bhuana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.46229/msdj.v7i1.1030

Abstract

Penelitian ini bertujuan menggali mengonfirmasi pengaruh penerapan gaya Servant Leadership dan Self-Efficacy terhadap kinerja guru di lembaga pendidikan dengan melibatkan peran persepsi dukungan kepuasan kerja sebagai variabel mediator. Metode kuantiatif dipilih untuk mencapai tujuan penelitian di atas. Penelitian ini melibatkan 116 responden guru di sekolah-sekolah yang dikelola oleh Yayasan Pendidikan Gembala Baik Pontianak. Penelitian asosiatif ini mengumpulkan data primer melalui kuesioner dengan teknik sampling jenuh. Data yang terkumpul diolah mengunakan teknik SEM (Structural Equation Modelling) dengan perangkat lunak WarpPLS 7.0. Penelitian ini menemukan bahwa Servant Leadership dan Self-Efficacy yang dimediasi oleh kepuasan kerja berpengaruh positif dan signifikan terhadap kinerja guru. Studi ini juga menemukan Servant Leadership dan Self-Efficacy berpengaruh positif dan signifikan terhadap kepuasan kerja. Sedangkan Servant Leadership sendiri tidak berpengaruh signifikan terhadap kinerja guru. Pengelola lembaga pendidikan disarankan untuk dapat memberi perhatian dalam peningkatan penerapan Servant Leadership dan Self-Efficacy untuk menciptakan kepuasan kerja, yang pada akhirnya akan meningkatkan kinerja guru. Penelitian selanjutnya dapat dilakukan untuk mengeksplorasi gaya kepemimpinan dan faktor lainnya yang menjadi pendorong dalam upaya memaksimalkan kinerja guru.
PENGARUH SPIRITUALITAS TEMPAT KERJA DAN KOMITMEN ORGANISASIONAL TERHADAP KINERJA MELALUI KEDISIPLINAN KARYAWAN Maria Fatima Nitu; Lianto; Sunardi Ginting
Management and Sustainable Development Journal Vol. 7 No. 2 (2025): Management and Sustainable Development
Publisher : Department of Management - Institut Shanti Bhuana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.46229/msdj.v7i2.1045

Abstract

Penelitian ini bertujuan untuk mengeksplorasi dan mengonfirmasi peran kedisiplinan sebagai mediasi pengaruh spiritualitas tempat kerja dan komitmen organisasional terhadap kinerja karyawan pada Yayasan Kesehatan Santa Elisabeth Hungaria Sambas, Kalimantan Barat. Metode penelitian yang digunakan dalam penelitian ini adalah metode penelitian kuantitatif. Teknik pengambilan sampel menggunakan sampling jenuh yang melibatkan 83 orang responden. Data dikumpulkan melalui metode survei dengan cara menyebarkan kuesioner. Data yang dikumpulkan diolah menggunakan SEM (Structural Equation Modeling) dengan perangkat lunak WarpPLS 7.0. Penelitian ini membuktikan bahwa kedisiplinan dapat memediasi pengaruh spiritualitas tempat kerja dan komitmen organisasional terhadap kinerja karyawan. Pengaruh langsung dari semua prediktor terbukti berpengaruh signifikan kecuali spiritualitas tempat kerja terhadap kinerja karyawan.
Analysis of Person-Job Fit and Work-Life Balance on Employee Engagement through Intrinsic Motivation in Generation Z of Private Banks in Pontianak Margareta Margareta; Lianto Lianto; Sunardi Ginting
Amkop Management Accounting Review (AMAR) Vol. 6 No. 1 (2026): January - June
Publisher : Sekolah Tinggi Ilmu Ekonomi Amkop Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37531/amar.v6i1.3604

Abstract

Purpose: This study examines the effect of person–job fit and work–life balance on employee engagement, with intrinsic motivation as a mediating variable among Generation Z employees in National Private Commercial Banks (BUSN) in Pontianak. Research Design and Methodology: A quantitative survey was conducted involving 170 Generation Z employees (born 1997–2012). Data were analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS) with WarpPLS 7.0. The variables measured included person–job fit, work–life balance, intrinsic motivation, and employee engagement. Findings and Discussion: The results indicate that person–job fit and work–life balance significantly and positively influence intrinsic motivation and employee engagement. Intrinsic motivation also shows a strong positive effect on employee engagement and partially mediates the relationships between person–job fit, work–life balance, and engagement. These findings suggest that psychological alignment with work and balanced life conditions stimulate internal motivation, which strengthens engagement among Generation Z employees. Implications: The study provides managerial guidance for banking institutions to design HR strategies focusing on job alignment, flexible working arrangements, and intrinsic motivation development. Future research is recommended to explore additional psychological or organizational factors influencing engagement across different industries and generational groups.
Co-Authors Agustinus Kismet Ahmad Soleh Alberd Aloysius Hari Kristianto Angella, Christine Boston Sitinjak Chici Askotamiya Dedi Haryadi Enalia, Fransiska Jimmy Simanjaya Hermanto Kornelia Mawarni Krisdayanti, Krisdayanti Lara, Lara Lim, Albert Theriono Margareta Margareta Maria Fatima Nitu Niranda, Carmelita Nova Arestia Servani Marlinse Simião de Andrade Martins Soepardi, Johannes Sunardi Ginting Sunardi Ginting Valentinus Vally Vilin Yangriani Wendy Prawiro Widyanto Widyanto William Chang Windy Windy Yerini, Colara Dara Mery