Article Per Year (5 Year)
p-Index From 2021 - 2026
0.61
P-Index
This Author published in this journals
All Journal Jurnal Pamator : Jurnal Ilmiah Universitas Trunojoyo Madura Annals of Human Resource Management Research
Budi Santoso
Jakarta State University
Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Social Sciences

Published : 3 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 3 Documents
Search

 1 
Unlocking Work Engagement: How Leadership and Total Rewards Impact Employee Work Engagement Through the Mediating Role of Service Climate in Supply Chain and Logistic Company in Indonesia Indra Fahrizal; Budi Santoso; Aris Budiono
Jurnal Pamator : Jurnal Ilmiah Universitas Trunojoyo Vol 16, No 2: April - June 2023
Publisher : LPPM Universitas Trunojoyo Madura

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21107/pamator.v16i2.19791

Abstract

Although the supply chain and logistics sector in Indonesia is developing very well and contributes very significantly to the Indonesian economy, which is about 25% of Indonesia's total GDP (World Bank 2018), the industry is very competitive. To survive in this sector, companies must be able to compete through price, service quality, and product innovation. Work engagement can help employees remain focused, motivated, and productive in such a fast-paced and complex environment. The focus of this research is to confirm the effect of leadership, rewards, and service climate on work engagement and the mediating effect of service climate on work engagement. The sample of this study consists of 287 respondents who work in various divisions and branches of a logistics company in Jakarta, metropolitan Indonesia. The data is analyzed using the Smart PLS version 3.0 application. All of the research hypotheses were accepted, there for Leadership practices have a positive and significant effect on work engagement and service climate, Total Rewards have a positive and significant effect on service climate and work engagement, and Service Climate mediates the effect of Leadership practices and Total Reward on work engagement. It is expected the research findings can be used by the company to understand and improve their service delivery processes, enhance employee engagement and satisfaction, and ultimately increase customer satisfaction and loyalty, which are critical factors to survive in a competitive market.
Unlocking Work Engagement: How Leadership and Total Rewards Impact Employee Work Engagement Through the Mediating Role of Service Climate in Supply Chain and Logistic Company in Indonesia Indra Fahrizal; Budi Santoso; Aris Budiono
Jurnal Pamator : Jurnal Ilmiah Universitas Trunojoyo Vol 16, No 2: 2023
Publisher : Universitas Trunodjoyo Madura

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21107/pamator.v16i2.19791

Abstract

Although the supply chain and logistics sector in Indonesia is developing very well and contributes very significantly to the Indonesian economy, which is about 25% of Indonesia's total GDP (World Bank 2018), the industry is very competitive. To survive in this sector, companies must be able to compete through price, service quality, and product innovation. Work engagement can help employees remain focused, motivated, and productive in such a fast-paced and complex environment. The focus of this research is to confirm the effect of leadership, rewards, and service climate on work engagement and the mediating effect of service climate on work engagement. The sample of this study consists of 287 respondents who work in various divisions and branches of a logistics company in Jakarta, metropolitan Indonesia. The data is analyzed using the Smart PLS version 3.0 application. All of the research hypotheses were accepted, there for Leadership practices have a positive and significant effect on work engagement and service climate, Total Rewards have a positive and significant effect on service climate and work engagement, and Service Climate mediates the effect of Leadership practices and Total Reward on work engagement. It is expected the research findings can be used by the company to understand and improve their service delivery processes, enhance employee engagement and satisfaction, and ultimately increase customer satisfaction and loyalty, which are critical factors to survive in a competitive market.
From inclusion to engagement: the psychological safety role in mediating inclusive leadership and diversity initiatives in the Indonesian workplace Indra Fahrizal; Aris Budiono; Jamaluddin Khalid; Budi Santoso
Annals of Human Resource Management Research Vol. 5 No. 2 (2025): June
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i2.2795

Abstract

Purpose: This study explores how inclusive leadership and Diversity, Equity, and Inclusion (DEI) initiatives influence employee engagement and how psychological safety acts as a mediating factor. Methodology/approach: This study used quantitative research methodology. Data were analyzed using SmartPLS 4.0 from a sample of 151 participants who participated in this study between August and October 2024 from private, government, and service organizations in Indonesia. The questionnaire used Likert scales to collect quantitative data on the constructs of interest, including inclusive leadership, DEI initiatives, psychological safety, and work engagement Results/findings: The findings reveal that inclusive leadership and well-implemented DEI initiatives significantly enhance employee engagement, largely through the sense of psychological safety they foster. Employees who feel psychologically safe and confident in contributing ideas or expressing concerns without fear maintain higer levels of engagement in their work. Conclusions: The findings of this study provide actionable insights for practitioners and policymakers, suggesting that fostering psychological safety through inclusive leadership and DEI initiatives can be a strategic approach to improving employee engagement. Limitations: The study is limited by its reliance on self-reported data, a cross-sectional research design, and a focus on primarily service-related sectors in Indonesia, which restrict its generalizability.  Future research should address these limitations by adopting longitudinal designs and exploring diverse industries and cultural settings to validate and extend these findings. Contribution: This study enriches the literature on leadership, diversity and inclusion (DEI), and psychological safety by exploring their interconnected effects on employee motivation and performance. It urges companies to adopt inclusive leadership and DEI initiatives that foster a culture of authenticity, openness, and trust, enhancing overall organizational effectiveness.
Co-Authors Aris Budiono Aris Budiono Indra Fahrizal Indra Fahrizal Jamaluddin Khalid