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All Journal Ilomata International Journal of Management JEMSI (Jurnal Ekonomi, Manajemen, dan Akuntansi) Journal of Artificial Intelligence and Digital Business Indonesian Journal of Applied and Industrial Sciences (ESA)
Cecep Yoto Haryoto
Universitas Muhammadiyah Jakarta
Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Electrical & Electronics Engineering Engineering Industrial & Manufacturing Engineering Social Sciences

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The Effect of Leadership Style, Motivation and Job Satisfaction on Management Performance in Employee Cooperatives in South Tangerang Yusup Agung Wirastomo; Fadhilah Izhari; Cecep Yoto Haryoto
Indonesian Journal of Applied and Industrial Sciences (ESA) Vol. 2 No. 3 (2023): May, 2023
Publisher : PT FORMOSA CENDEKIA GLOBAL

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55927/esa.v2i3.4081

Abstract

Performance is the achievement of work results in quality and quantity. There are many factors or variables that affect performance. The independent variables in this study include leadership style, motivation and job satisfaction. This study aims to determine the effect of leadership style, motivation, and job satisfaction on the performance of management in employee cooperatives in South Tangerang. In this research, the type of research used is associative research. The results of this study, first, leadership style has a positive and significant effect on the performance of the board. Second, motivation has a positive and significant effect on management performance. Third, job satisfaction has a positive and significant effect on management performance. Fourth, leadership style, motivation, and job satisfaction jointly affect the performance of management in employee cooperatives in South Tangerang.
Pengaruh  Kompetensi dan Kepemimpinan Terhadap Komitmen Organisasi Pegawai Samsat Kabupaten Pidie dan Pidie Jaya Dengan Kepuasan Kerja  Sebagai Variabel Mediasi Herryzal Herryzal; Cecep Yoto Haryoto
JEMSI (Jurnal Ekonomi, Manajemen, dan Akuntansi) Vol. 12 No. 1 (2026): Februari 2026
Publisher : Sekretariat Pusat Lembaga Komunitas Informasi Teknologi Aceh

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35870/jemsi.v12i1.5549

Abstract

This study investigates the influence of competence and leadership on organizational commitment, with job satisfaction serving as a mediating variable. The research was conducted among employees of SAMSAT agencies in Pidie and Pidie Jaya districts, involving 113 respondents from the Police and Jasa Raharja through a total sampling method. Data analysis was carried out using SEM. The results demonstrate that both competence and leadership have a positive and significant effect on job satisfaction and organizational commitment. This indicates that higher competence and effective leadership increase employee satisfaction, which in turn strengthens their commitment to the organization. Moreover, job satisfaction was found to significantly mediate the relationship between competence, leadership, and organizational commitment. In conclusion, enhancing human resources through improved technical skills and leadership qualities directly contributes to the development of a supportive and satisfying work environment. Such conditions encourage employee loyalty and foster stronger organizational attachment. These findings provide practical implications for formulating employee development strategies to promote a productive and sustainable work culture in the public service sector.
Pengaruh Proses Rekrutmen dan Pelatihan dalam Meningkatkan Kinerja Karyawan pada PT. Samadista Karya Haikal Handaru; Cecep Yoto Haryoto
RIGGS: Journal of Artificial Intelligence and Digital Business Vol. 5 No. 2 (2026): Mei-Juli
Publisher : Prodi Bisnis Digital Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/riggs.v5i2.12548

Abstract

Pengelolaan sumber daya manusia yang efektif diperlukan untuk memastikan perusahaan memperoleh karyawan sesuai kebutuhan dan mampu meningkatkan kompetensinya secara berkelanjutan. Penelitian ini bertujuan menguji dan menganalisis pengaruh proses rekrutmen dan pelatihan terhadap kinerja karyawan pada PT Samadista Karya. Penelitian menggunakan pendekatan kuantitatif dengan desain asosiatif kausal. Data primer dikumpulkan melalui penyebaran kuesioner kepada 82 karyawan yang ditetapkan sebagai responden penelitian. Instrumen diukur menggunakan skala Likert dan diuji melalui pengujian validitas, reliabilitas, normalitas, heteroskedastisitas, serta multikolinearitas. Analisis data dilakukan menggunakan regresi linier berganda dengan bantuan perangkat lunak SPSS. Hasil penelitian menunjukkan bahwa proses rekrutmen berpengaruh positif dan signifikan terhadap kinerja karyawan dengan nilai t hitung sebesar 9,753 dan signifikansi kurang dari 0,001. Pelatihan juga berpengaruh positif dan signifikan terhadap kinerja karyawan dengan nilai t hitung sebesar 11,117 dan signifikansi kurang dari 0,001. Secara simultan, proses rekrutmen dan pelatihan berpengaruh positif dan signifikan terhadap kinerja karyawan, yang ditunjukkan oleh nilai F hitung sebesar 134,212 dan signifikansi kurang dari 0,001. Nilai R Square sebesar 0,773 menunjukkan bahwa kedua variabel mampu menjelaskan 77,3% variasi kinerja karyawan, sedangkan 22,7% dipengaruhi faktor lain di luar model. Temuan ini menegaskan bahwa perencanaan rekrutmen berbasis kompetensi dan pelatihan yang relevan, terstruktur, serta berkelanjutan perlu menjadi prioritas perusahaan untuk memperoleh karyawan yang tepat, meningkatkan kemampuan kerja, dan mendorong pencapaian kinerja secara optimal.
Building Sustainable Managerial Performance in Modern Organizations Cecep Yoto Haryoto
Ilomata International Journal of Management Vol. 7 No. 2 (2026): April 2026
Publisher : Yayasan Sinergi Kawula Muda

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61194/ijjm.v7i2.2220

Abstract

This study explains how perceived sustainability-oriented managerial performance is maintained in dynamic and digitalized workplaces by integrating strategic leadership, digital leadership capability, and perceived organizational support with two human-centered mechanisms. Sustainable managerial performance is defined and measured at the individual manager level as managers’ self-reported ability to sustain consistent, resilient, and adaptive performance over time through managerial actions in economic, environmental, and social domains within their area of responsibility. Survey data from 360 managers in Indonesia were analyzed using PLS-SEM to test direct effects and parallel mediation. The results show that strategic leadership, digital leadership capability, and perceived organizational support significantly strengthen manager well-being and managerial engagement, which in turn enhance sustainable managerial performance. In terms of magnitude, manager well-being is the stronger predictor of sustainable managerial performance compared with managerial engagement, indicating that psychological capacity is a more influential pathway than motivational involvement alone. Among the exogenous drivers, strategic leadership shows the largest direct contribution to sustainable managerial performance, followed by digital leadership capability and perceived organizational support. The parallel mediation pattern suggests that leadership and support sustain managerial performance simultaneously by improving well-being and reinforcing engagement rather than through a single sequential mechanism. These findings extend sustainable performance theory at the managerial level and imply that organizations should prioritize leadership development that strengthens strategic direction and digital readiness while implementing support practices that protect well-being and maintain engagement to sustain managerial effectiveness over time.
Co-Authors Fadhilah Izhari Haikal Handaru Herryzal Herryzal Yusup Agung Wirastomo