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All Journal IJHCM (International Journal of Human Capital Management) JIIP (Jurnal Ilmiah Ilmu Pendidikan) Journal La Bisecoman ABDI MOESTOPO: Jurnal Pengabdian pada Masyarakat Arus Jurnal Sosial dan Humaniora Annals of Human Resource Management Research KELOLA: Jurnal Ilmiah Manajemen Jurnal Manajemen, Ekonomi dan Akuntansi Journal of Center for Energy Policy and Human Resources Capacity Development Inovbiz : Jurnal Inovasi Bisnis
Jubery Marwan
(SINTA ID: 6093329) Universitas Prof. Dr. Moestopo (Beragama)
Religion Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Electrical & Electronics Engineering Energy Environmental Science Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Mathematics Social Sciences Other

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Variable Factors Determining Purchasing Intention of the Toyota-Branded Innova Zenix Hev Car at Dealership Jakarta, Indonesia Emsa Adiyati; Thamrin Abdullah; Jubery Marwan
Journal of Center for Energy Policy and Human Resources Capacity Development Vol. 2 No. 1 (2025): Policies and Regulations on Food Security and Agribusiness through Human Resour
Publisher : PT. Mega Mas Abadi Konsultan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.66226/journalofcphrcd.v2i1.32

Abstract

The purpose of this research is to examine and investigate the factors that determine the level of interest in purchasing the Toyota-branded Innova Zenix HEV model that is available at dealerships in Jakarta, Indonesia. For the purpose of the study, primary data were obtained using an explanatory research design with a quantitative approach. These data had been evaluated for validity, reliability, and homogeneity, and saturated sampling was used to the complete population. A factor analysis was performed on the data in order to determine which components had the most impact. Product quality, pricing, service and network availability, and credit financing are the primary factors that determine interest in making a purchase, according to the findings. On the other hand, promotion and marketing, environment and regulations, and product image do not have a substantial impact on consumer decisions. Consumers are primarily drawn to the product because of its high quality, competitive price, dependable dealer network and services, and appealing credit schemes. However, limited marketing efforts and incomplete product information reduce awareness of the product's image and can hinder purchase interest. This leaves room for competitors who offer vehicles that are comparable to the product to capitalize on these weaknesses
The Influence of Work Professionalism in Realized Employee Performance through Transformational Leadership and  Work Motivation as Intervening Variables in Toyota Dealership in Central Jakarta Nita Maryati; Jubery Marwan; Zahera Mega Utama
Journal of Center for Energy Policy and Human Resources Capacity Development Vol. 2 No. 1 (2025): Policies and Regulations on Food Security and Agribusiness through Human Resour
Publisher : PT. Mega Mas Abadi Konsultan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.66226/journalofcphrcd.v2i1.33

Abstract

The purpose of this research is to investigate the impact that professionalism in the workplace has on employee performance, with transformational leadership and work motivation serving as the factors that act as mediators. The research was carried out at Toyota stores in Jakarta, and it utilized a quantitative technique in conjunction with an explanatory planning approach. All of the primary data were examined to determine their validity, reliability, homogeneity, and normality, and the sampling method that was utilized was saturated sampling. For the purpose of analyzing the connections between the variables, path analysis was utilized. According to the findings, professionalism in the workplace has a substantial impact, both directly and indirectly, on transformational leadership, employee performance, and motivation in the workplace both directly and indirectly. Additionally, workplace motivation and transformational leadership both have been shown to have a favorable impact on the performance of employees. Based on these findings, it appears that individuals that exhibit professionalism by demonstrating knowledge, competence, attitude, and a strong work ethic, in conjunction with high motivation and transformational leadership, are more likely to attain optimal performance.
The Influence of Event Organizer Service Performance in Achieving Customer Satisfaction Through Professionalism and Emotional Intelligence as Intervenings in the Event Organizer Service Industry M. Dzikri Abdul Rohman; Zahera Mega Utama; Jubery Marwan
Journal of Center for Energy Policy and Human Resources Capacity Development Vol. 2 No. 1 (2025): Policies and Regulations on Food Security and Agribusiness through Human Resour
Publisher : PT. Mega Mas Abadi Konsultan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.66226/journalofcphrcd.v2i1.34

Abstract

This study aims to examine and analyse the impact of event organiser service performance on customer satisfaction, with professionalism and emotional intelligence serving as intervening variables. The research was conducted among event organiser service firms in South Tangerang City and classified as explanatory research employing a quantitative approach. Primary data were collected through questionnaires and subsequently tested for validity, reliability, and normality to ensure data accuracy and consistency. The sampling technique applied was saturated sampling, involving all members of the population, and the analytical method used was path analysis to determine both direct and indirect effects between variables. The findings indicate that event organiser service performance, professionalism, and emotional intelligence have a significant influence on customer satisfaction. Furthermore, service performance indirectly affects customer satisfaction through the mediating roles of professionalism and emotional intelligence. The results highlight that professionally competent employees who possess strong emotional intelligence are more capable of managing their emotions, maintaining composure in challenging situations, and fostering effective communication and collaboration within teams. These qualities contribute to creating a positive work atmosphere that enhances service quality. Consequently, customers experience higher satisfaction when they are served sincerely, empathetically, and with a deep understanding of their needs, thereby strengthening the overall service performance of event organiser firms.
Female CFOs, Earnings Quality, and the Cost of Capital: Evidence from Indonesian Listed Firms (2015–2024) Jubery Marwan; Meiliyah Ariani; Aji Yoga Sekar
Annals of Human Resource Management Research Vol. 5 No. 4 (2025): December
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i4.3779

Abstract

This study examines whether female chief financial officers (CFOs) improve earnings quality and reduce the cost of capital in Indonesian listed firms, and whether earnings quality mediates the relationship between female CFO presence and financing costs. Using an unbalanced firm-year panel of non-financial companies listed on the Indonesia Stock Exchange for 2015–2024, the analysis employs fixed-effects regressions with year effects to control for unobserved time-invariant firm heterogeneity and common macro shocks. Earnings quality is primarily measured using accrual quality based on the Dechow–Dichev accrual estimation error framework, with absolute discretionary accruals as a robustness proxy. The cost of capital is operationalized using the cost of equity (CAPM-based), cost of debt, and an integrated measure (WACC). Results indicate that female CFO presence is associated with significantly higher earnings quality, reflected in lower accrual estimation error and lower absolute discretionary accruals. Consistent with information-risk pricing, poorer earnings quality is positively associated with higher costs of equity, debt, and overall capital. Mediation tests using bootstrap confidence intervals show that earnings quality partially mediates the relationship between female CFO presence and the cost of capital, while a remaining direct effect, particularly for equity-related outcomes, suggests an additional governance credibility or signaling channel beyond accounting-based earnings-quality measures. Robustness checks using alternative standard error structures, alternative earnings-quality proxies, and lagged specifications yield consistent inferences. Overall, the findings highlight the CFO as a micro-foundation of reporting credibility and suggest that financial leadership and reporting discipline can function as a cost-of-capital strategy in emerging markets characterized by heterogeneous disclosure and concentrated ownership.
The Influence of Transformational Leadership and Positional Promotion on Employee Performance with Work Motivation as an Intervening Variable: JEL Classification: M12, M54, D23, J24, O15 Weti Yuliawati; Wibowo Wibowo; Franky Franky; Jubery Marwan
Journal La Bisecoman Vol. 6 No. 4 (2025): Journal La Bisecoman
Publisher : Newinera Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37899/journallabisecoman.v6i4.2634

Abstract

This study aims to examine the direct influence of transformational leadership, job promotions, and work motivation on employee performance, as well as the indirect influence of transformational leadership and job promotions, mediated by work motivation, in the Elementary School Directorate of the Ministry of Primary and Secondary Education. This is due to frequent leadership changes, with each leader having a different leadership style, which impacts employee performance. Lack of employee motivation is caused by employees feeling they rarely receive motivation during their work, which impacts employee performance. Lack of appreciation for employees impacts employee performance. Unclear career paths for job promotions impact employee performance. The research method used is an associative quantitative method with a correlational approach. The target population in this study was employees in the Elementary School Directorate of the Ministry of Primary and Secondary Education. The sample used in this study was all 61 employees in the Elementary School Directorate of the Ministry of Primary and Secondary Education. This study used linear regression analysis using SPSS software. The results showed that Transformational Leadership had a significant influence on Employee Performance. Job Promotion has a significant effect on Employee Performance, Work Motivation has a significant effect on Employee Performance, Transformational Leadership has a significant effect on Work Motivation, Job Promotion has a significant effect on Work Motivation, Work Motivation cannot mediate the effect of Transformational Leadership on employee performance, and Work Motivation cannot mediate the effect of Job Promotion on employee performance.
Person-Organization Fit, Kepemimpinan Transformasional, dan Kinerja Auditor: Peran Mediasi Kepuasan Kerja di BPK RI Apriyana; Gatot Hery Djatmika; Jubery Marwan
Arus Jurnal Sosial dan Humaniora Vol 5 No 3: Desember (2025)
Publisher : Arden Jaya Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57250/ajsh.v5i3.2292

Abstract

Penelitian ini menganalisis pengaruh Person-Organization Fit dan Kepemimpinan Transformasional terhadap Kinerja Auditor dengan Kepuasan Kerja sebagai variabel mediasi pada Badan Pemeriksa Keuangan Republik Indonesia (BPK RI). Penelitian menggunakan pendekatan kuantitatif eksplanatori terhadap 176 auditor, dengan analisis regresi linier berganda dan uji mediasi. Hasil menunjukkan bahwa Person-Organization Fit (β = 0,700; p < 0,001) dan Kepemimpinan Transformasional (β = 0,248; p < 0,001) berpengaruh signifikan terhadap Kepuasan Kerja. Person-Organization Fit berpengaruh signifikan terhadap Kinerja Auditor (β = 0,843; p < 0,001), sedangkan Kepemimpinan Transformasional juga berpengaruh signifikan terhadap Kinerja Auditor dengan arah koefisien regresi bernilai negatif (β = –0,183; p = 0,003). Kepuasan Kerja berpengaruh signifikan terhadap Kinerja Auditor (β = 0,519; p < 0,001) serta memediasi secara parsial pengaruh kedua variabel independen, ditunjukkan oleh penurunan koefisien langsung, peningkatan Adjusted R Square (0,388 menjadi 0,520), dan uji Sobel (Z > 1,96). Temuan ini menegaskan pentingnya kesesuaian nilai individu–organisasi dan peran Kepuasan Kerja dalam meningkatkan kinerja auditor sektor publik yang highly regulated.
PENGARUH BUDAYA KNOWLEDGE SHARING TERHADAP KUALITAS KERJA AUDITOR: PERAN MEDIASI KOMPETENSI AUDITOR PADA DIREKTORAT JENDERAL PEMERIKSAAN KEUANGAN NEGARA VI BPK RI Virna Nuraeny; R.M. Gatot Hery Djatmika; Jubery Marwan
Jurnal Manajemen, Ekonomi dan Akutansi (JUMEA) Vol. 4 No. 1 (2026): Juli
Publisher : Merwin Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.69820/jumea.v4i1.605

Abstract

Public accountability requirements oblige the Indonesian Supreme Audit Institution (BPK RI) to issue credible Audit Reports (Laporan Hasil Pemeriksaan/LHP). In practice, auditors often work under resource constraints that can compromise audit outcomes unless offset by strong auditor competence and a collaborative organizational environment. This study examines the direct and indirect effects of knowledge-sharing culture on auditor work quality, with auditor competence serving as a mediating variable. Using an explanatory quantitative design, data were collected through a Likert-scale questionnaire administered via saturated sampling to 215 active auditors at Directorate General VI of State Finance Audit, BPK RI. The instrument was confirmed valid (item-total correlation above the 0.1338 critical value) and reliable (Cronbach's Alpha between 0.954 and 0.973), and classical assumption tests indicated normally distributed and homogeneous data. Path analysis in SPSS shows that knowledge-sharing culture has a significant positive effect on auditor competence (β = 0.953; t = 45.831; p < 0.001). Knowledge-sharing culture and auditor competence together explain 83.3% of the variance in auditor work quality (R² = 0.833; F = 530.198; p < 0.001), and the Sobel test confirms that auditor competence significantly mediates the effect of knowledge-sharing culture on auditor work quality (z = 12.117; p < 0.001). These findings suggest that strengthening a knowledge-sharing culture, in tandem with technical competence, is essential to improving LHP quality. Management of Directorate General VI is advised to develop an interactive digital knowledge-repository system, design thematic training programs aligned with each directorate's entity risk profile, and establish standardized competency-development pathways through post-certification programs and integrated postgraduate scholarship schemes.
Pelatihan Pelayanan Bermutu pada Klinik Kecantikan yang Natural dan Beautyxpert Harry Nenobais; Yunita Sari; Ferid Nugroho; Roy Tumpal Pakpahan; Muhammad Hanan Rahmadi; Jubery Marwan; Dwi Satriany Unwidjaja; Faridah Ismiyati; Arief Rahman Hakim; Witarlina Zhai
ABDI MOESTOPO: Jurnal Pengabdian Pada Masyarakat Vol 9, No 2 (2026): Juli 2026
Publisher : Universitas Prof. Dr. Moestopo (Beragama)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32509/abdimoestopo.v9i2.6908

Abstract

The goal of business is to create customers. A company's ability to stay in business is a function of its competitiveness and ability to attract customers in a competitive market. Therefore, it is very important for all of us involved in the business world, whether as owners, managers, or employees, to be able to provide the best quality service to our customers so that they are satisfied and remain loyal to the products and services we offer. It is through our customers that our business activities can continue to run optimally and generate maximum profits.  The purpose of quality service training for your business is to improve the knowledge, skills, and performance of employees in providing quality service to customers. The methods used in quality service training for your business are surveys, forum group discussion, quality service training, quality service technique mentoring and professional work etiquette, as well as evaluation. The results of the training show that participants' knowledge and skills regarding quality service have increased. Participants realize the importance of creating quality service and professional work etiquette so that customers can be satisfied and loyal.
Factors Determining Career Development among Financial Functional Employees in the Ministry of Social Affairs Sulandri Sulandri; T. Hery Rachmatsyah; Jubery Marwan
Inovbiz: Jurnal Inovasi Bisnis Vol 14 No 1 (2026): Edition June 2026
Publisher : P3M Politeknik Negeri Bengkalis

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35314/inovbiz.v14.i1.1677

Abstract

Career development of financial functional employees in the Ministry of Social Affairs has become a strategic issue in supporting bureaucratic reform and the implementation of a merit-based civil service system. This study aims to identify the factors determining career development, determine the most dominant factor, and identify factors that are not significant in influencing the career development of financial functional employees in the Ministry of Social Affairs. This study employed a quantitative approach using a survey design. The population consisted of 102 financial functional employees spread across 39 working units of the Ministry of Social Affairs. Saturated sampling was applied so that all members of the population were included as respondents. The study examined five dimensions, namely qualification, competence, performance, organizational needs, and proximity to leaders. Data were analyzed using Principal Component Analysis (PCA) with Varimax rotation and eigenvalue criteria greater than one. The findings revealed that two principal factors explained 69.353% of the total variance. The first factor consisted of competence, performance, organizational needs, and proximity to leaders, while the second factor comprised qualifications. Among these variables, proximity to leaders emerged as the most dominant factor with a loading value of 0.914. Qualifications were found to be less influential and functioned only as a supporting factor. The study concludes that career development among financial functional employees is primarily determined by competence, performance, organizational needs, and leadership proximity. Therefore, the Ministry of Social Affairs should strengthen mentoring programs, improve competency development, align employee performance targets with organizational needs, and enhance data-based manpower planning.
Co-Authors Aji Yoga Sekar Apriyana Arief Rahman Hakim Dhio Pradipta Dwi Satriany Unwidjaja Emsa Adiyati Faridah Ismiyati Ferid Nugroho Franky Franky Gatot Hery Djatmika Harry Nenobais Hizkia Hizkia Lela Nurlela Fitriani M. Dzikri Abdul Rohman Meiliyah Ariani Muhammad Hanan Rahmadi Nita Maryati Nurjanah R.M. Gatot Hery Djatmika Roy Tumpal Pakpahan Sulandri Sulandri T. Hery Rachmatsyah Thamrin Abdullah Triyuni Soemartono Utama Zahera Utama Virna Nuraeny Weti Yuliawati Wibowo Wibowo Witarlina Zhai Yunita Sari Zahera Mega Zahera Mega Utama