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All Journal Jurnal Manajemen Bisnis AKSIOLOGIYA : Jurnal Pengabdian Kepada Masyarakat Journal of Business and Behavioural Entrepreneurship Journal of Management and Leadership eCo-Buss JMK Jurnal Manajemen dan Kewirausahaan Journal of Industrial Engineering & Management Research (JIEMAR) INTERNATIONAL JOURNAL OF SOCIAL, POLICY AND LAW (IJOSPL) Jurnal Manajemen dan Inovasi (MANOVA) Journal of Servite Jurnal Manajemen Jurnal Manajemen dan Bisnis Madani
AGUNG PRIYONO
Tanri Abeng University
Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Social Sciences Other

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Implementation of Change Management and Innovation in Improving Higher Education Institution’s Performance in Indonesia Paidi, Paidi; Diandra, Didip; Priyono, Agung; Sulistianto, Hario; Syahputra, Erwin
JMK (Jurnal Manajemen dan Kewirausahaan) Vol 9 No 2 (2024): May
Publisher : Universitas Islam Kadiri

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32503/jmk.v9i2.5323

Abstract

Higher Education Institution (HEI) in Indonesia plays an important role as central position in the development of science and technology in general and the improvement of human resources in particular. Rapid change in the world current economic condition and else digital technology transformation has tend the higher education to adapt and adjust with such phenomenon. The objective of this research is to remind the practitioners of higher education sector to be fully responsive to the change occurred in global. The research method is analytical descriptive analysis. The data gathered and obtained from the books, journals, and other sources which relevant to the topic of research. The result of analysis found that quick anticipation (QA) is required and top management of higher education must adopt change management and innovation in order to compete with others, attract the students, and gain excellence performance.
HUMAN RESOURCES STIFIn SEBAGAI INOVASI MANAJEMEN SDM: DAMPAKNYA TERHADAP KINERJA KARYAWAN DI SEKOLAH ISLAM Karasna, Danang; Diandra, Didip; Haikal, Fahri; Priyono, Agung
Journal of Management and Leadership Vol. 8 No. 2 (2025): Volume 8 - Nomor 2 - November 2025
Publisher : Management and Leadership Study Programme

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47970/jml.v8i2.853

Abstract

This study explores the application of the Human Resources (HR) STIFIn method as an innovative approach to human resource management in Islamic educational institutions, focusing on its impact on employee performance. STIFIn is a personality profiling method based on genetic intelligence, identifying five dominant "Machines of Intelligence": Sensing, Thinking, Intuiting, Feeling, and Instinct. Conducted at Aya Sophia Islamic School, this qualitative research adopts a case study approach to analyze how HR STIFIn is implemented in organizational practice, and how it influences work productivity, communication, and collaboration among teachers and staff. Findings show that HR STIFIn improves task suitability, enhances motivation, and supports harmonious working relationships by aligning responsibilities with individual cognitive tendencies. The study also identifies critical supporting factors, including strong leadership commitment and internal STIFIn expertise, At the same time, challenges include the need for continuous training, among new staff, and integration with parents' understanding. The research concludes that HR STIFIn not only boosts employee performance but also fosters a personalized and humanistic work culture. This model offers a promising alternative for Islamic schools aiming to integrate character-based education with strategic HR development.
Leadership Roles For Improving Employee Productivity at Digital Start-Up Company Azmy, Ahmad; Priyono, Agung
Jurnal Manajemen Bisnis Vol. 13 No. 1: March 2022
Publisher : Universitas Muhammadiyah Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.18196/mb.v13i1.11250

Abstract

Research aims: This study analyzes the role of leadership in improving employee productivity. The object of research was carried out at a start-up company engaged in the digital career development platform.Design/Methodology/Approach: The process of collecting data by conducting virtual interviews to gather information according to the research topic. Structured interviews were used in this study with the aim of obtaining systematic and specific information.Research findings: The results showed that the role of leadership is vital in increasing employee productivity. Theoretical contribution/ Originality: The six components that show the role of leadership in employee productivity include clarity of leadership functions, accuracy of competency-based employee placement, consistency of training programs, effectiveness of organizational strategy implementation, clarity of job description directions to employees, and a fair reward system based on contributions.Practitioner/Policy implication: This research has leadership implications for employee productivity. Leadership is very important in maintaining long-term business sustainability.Research limitation/Implication: This study is only limited to discussing the role of leadership to increase employee productivity accompanied by human resource strategies.
The Influence of Compensation And Work-Life Balance On Work Productivity Through Employee Resilience Priyono, Agung; Dwi Astuti, Nani; Saryatmo, Agung; Darmawan Putra, Awang; Haikal, Fahri
Jurnal Manajemen dan Inovasi (MANOVA) Vol. 9 No. 1 (2026): January
Publisher : Management Department, Faculty of Islamic Economics and Business, Universitas Islam Negeri Sunan Ampel Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15642/manova.v9i1.2355

Abstract

Abstract Objective – This study aims to examine the influence of compensation and work-life balance on employee work productivity among the sandwich generation in South Jakarta, and to analyze the mediating role of employee resilience in these relationships. Design/methodology/approach – A quantitative descriptive approach was employed using a questionnaire distributed to 96 respondents identified as sandwich-generation workers. Data were analyzed using Structural Equation Modelling–Partial Least Squares (SEM-PLS) to evaluate both direct and indirect effects among the variables. Findings – The results reveal that compensation and resilience significantly affect employee productivity. Employee resilience was also found to mediate the relationship between compensation and work-life balance with work productivity. However, work-life balance does not directly influence productivity without the mediating role of resilience. These findings highlight that productivity among sandwich-generation employees is driven not only by financial rewards but also by psychological strength and adaptability. Research limitations/implications – This study is limited to respondents in the South Jakarta area with a relatively small sample size, which may limit generalizability. Future research is encouraged to expand to other sectors and regions, and to explore additional variables such as job stress, psychological well-being, and employee engagement. Practical implications – Organizations are advised to enhance compensation strategies, provide flexible work policies, and implement mental health and resilience development programs in order to support the productivity of sandwich-generation employees who carry dual family responsibilities. Originality/value – This research contributes a novel empirical model by integrating employee resilience as a mediating variable in the relationship between compensation, work-life balance, and productivity—a perspective that remains underexplored, particularly within the Indonesian sandwich-generation workforce context. The findings provide valuable insights to guide more effective and human-centered human resource policies.
The Influence of Work Motivation and Career Development on Employee Loyalty, Case Study of PT Delta Indonesia Pranenggar R. Hario Sulistianto; Fahri Haikal; Agung Priyono; Musdalifa Ramdhani Johardi
eCo-Buss Vol. 7 No. 2 (2024): eCo-Buss
Publisher : Komunitas Dosen Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32877/eb.v7i2.1797

Abstract

This study dives into the qualities companies seek in their workforce, highlighting the need for employees who are not only skilled but also dedicated to their tasks. By examining PT Delta Indonesia Praneggar's employees, it focuses on how work motivation and career development influence employee loyalty. The research draws from a sample of 36 permanent employees who have worked for at least two years. Data was collected using questionnaires—distributed either online or offline—and secondary sources like company records and documentation. The findings reveal an interesting pattern. Work motivation alone does not have a notable impact on employee loyalty. In contrast, career development significantly strengthens employee commitment. When examined together, work motivation and career development both contribute to fostering loyalty among employees. This indicates that while motivation is important, structured career growth plays a more substantial role in retaining a committed workforce.
Pengaruh Keterikatan Karyawan (Employee Engagement), Otonomi Kerja (Job Autonomy), dan Kompensasi terhadap Kinerja Karyawan pada PT. XYZ Agitia Maharani; Faldhi Fadilla Guci; Agung Priyono
Journal of Management and Leadership Vol. 9 No. 1 (2026): Vol. 9, No. 1, May 2026
Publisher : Management and Leadership Study Programme

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47970/jml.v9i1.1195

Abstract

This study aims to analyze the influence of employee engagement, job autonomy, and compensation policies on employee performance at PT. XYZ. The research was motivated by human resource issues such as employee tardiness, fluctuations in sales target achievement, and dissatisfaction with the company’s compensation system amid increasingly competitive conditions in the cosmetic industry. This study employed a quantitative approach with data collection conducted through questionnaires. The sampling technique used was saturated sampling with a total sample of 70 employees of PT. XYZ. Data analysis was carried out using Structural Equation Modeling–Partial Least Square (SEM-PLS). The results show that employee engagement has a positive and significant effect on employee performance, indicating that employees’ emotional attachment can increase loyalty, work enthusiasm, and responsibility. Job autonomy also has a positive and significant effect on employee performance because it provides flexibility in decision-making and work methods. In addition, compensation policies have a positive and significant effect on employee performance, where a fair and competitive compensation system can enhance employee motivation and productivity..
PENGARUH BEBAN KERJA, PERSEPSI DUKUNGAN ORGANISASI, DAN PENGEMBANGAN KARIR TERHADAP KEINGINAN BERPINDAH KERJA PADA KARYAWAN MR REALTY JAKARTA Margaretha Vinna Supriyanto Supriyanto; Muhammad Alfan Khumaini; Awang Darmawan Putra; Agung Priyono
Journal of Management and Leadership Vol. 9 No. 1 (2026): Vol. 9, No. 1, May 2026
Publisher : Management and Leadership Study Programme

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47970/jml.v9i1.1196

Abstract

This study aims to analyze the effect of workload, perceived organizational support, and career development on turnover intention among employees of MR Realty Jakarta. The research was conducted using a quantitative approach with associative research methods. Data were collected through questionnaires distributed to all 72 active employees of MR Realty Jakarta using a saturated sampling technique. The collected data were analyzed using SmartPLS. The results of the study indicate that workload has a positive and significant effect on turnover intention, meaning that higher workloads increase employees’ intention to leave the company. Perceived organizational support has a negative and significant effect on turnover intention, indicating that better organizational support can reduce employees’ intention to resign. Meanwhile, career development does not have a significant effect on turnover intention among MR Realty Jakarta employees. The findings also show that workload, perceived organizational support, and career development simultaneously explain 46.4% of turnover intention, while the remaining 53.6% is influenced by other factors outside this study. Therefore, companies are encouraged to manage employee workload effectively and improve organizational support to reduce turnover intention and maintain employee loyalty.
EMPLOYER BRANDING, JOB DESCRIPTIONS, AND COMPENSATION AS DETERMINANTS OF GENERATION Z’S JOB APPLICATION INTENTIONS Syahril Sidik; Santi Dewi Nur Savitri; Agung Priyono; Awang Darmawan Putra
Journal of Management and Leadership Vol. 9 No. 1 (2026): Vol. 9, No. 1, May 2026
Publisher : Management and Leadership Study Programme

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47970/jml.v9i1.1197

Abstract

This research is motivated by the shifting workforce composition increasingly dominated by Generation Z, who possess selective characteristics in choosing workplaces. In Kebayoran Lama, South Jakarta, the Generation Z population reached 84,933 people in 2024, making it a potential labor market segment. This study aims to determine the effect of Employer Branding, Job Description, and Compensation on Job Application Intention among Generation Z in Kebayoran Lama. The research employs a quantitative approach with a survey method. The sample consisted of 115 Generation Z respondents selected through accidental sampling. Data analysis used Structural Equation Model - Partial Least Square (SEM-PLS). Results show that Employer Branding has a positive and significant effect on Job Application Intention (t-statistic 11.280 > 1.96). Meanwhile, Job Description (t-statistic 1.346) and Compensation (t-statistic 0.506) have no significant effect. The R-Square value of 0.976 indicates the three variables collectively explain 97.6% of the variance in Job Application Intention. These findings indicate that Generation Z prioritizes company image and reputation over technical job aspects and financial rewards during initial job searches. Practically, companies should strengthen Employer Branding through collaborative culture and consistent communication of company values to attract Generation Z applicants.
THE INFLUENCE OF WORK ENVIRONMENT, COMPENSATION, AND JOB INSECURITY ON EMPLOYEE JOB SATISFACTION Rizqia Amalia; Fajar Diaz Kusuma; Agung Priyono; Awang Darmawan Putra
Journal of Management and Leadership Vol. 9 No. 1 (2026): Vol. 9, No. 1, May 2026
Publisher : Management and Leadership Study Programme

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47970/jml.v9i1.1198

Abstract

Employee job satisfaction is one of the important factors in supporting the achievement of company goals. There is a phenomenon of significant hotel revenue fluctuation during the 2023-2025 period, where drastic revenue increases were not accompanied by adequate system improvements. This study aims to analyze the influence of work environment, compensation, and job insecurity on employee job satisfaction at Golden Boutique Hotel Kemayoran. This research uses a quantitative approach with data collection through questionnaires and analyzed using the Partial Least Square–Structural Equation Modeling (PLS-SEM) method with the assistance of SmartPLS 4.1 application. The results show that work environment has no effect on employee job satisfaction (p-value 0.196); compensation has a positive and significant effect on employee job satisfaction (p-value 0.000), and job insecurity has no effect on employee job satisfaction (p-value 0.341). This research provides practical implications for hotel management to prioritize improvements in the compensation system as the main strategy to increase employee job satisfaction.
THE INFLUENCE OF SERVICE QUALITY, SERVICE RESPONSIVENESS, AND CUSTOMER SERVICE COMPETENCE ON CUSTOMER SATISFACTION AMONG USERS OF THE HALO BCA CONTACT CENTER SERVICE Sonia Sonia; Agung Priyono; Fahri Haikal; Akhmad Hairul Umam; Vitrio Wibisono
Journal of Management and Leadership Vol. 9 No. 1 (2026): Vol. 9, No. 1, May 2026
Publisher : Management and Leadership Study Programme

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47970/jml.v9i1.1213

Abstract

The intense competition in the banking industry today requires financial institutions to continuously adapt to the increasingly dynamic needs of society. Service quality has become a crucial factor for banks in maintaining customer trust and loyalty. As the frontline of customer interaction, effective communication between the bank and its customers through customer service plays a key role in preserving the institution's reputation. This study aims to examine the effect of service quality, service responsiveness, and customer service competence on customer satisfaction in the Halo BCA contact center service. Service quality refers to the overall evaluation of customers regarding the excellence of a service. Service responsiveness, is one of the main dimensions used to assess how promptly a company handles customer complaints. Competence refers to the combination of technical knowledge and interpersonal skills possessed by service officers. The population in this study consists of customers of Bank Central Asia (BCA), with a sample of 100 respondents. The sampling technique used is Purposive Sampling. Data were collected by distributing questionnaires to BCA customers via the WhatsApp application, and the data were analysed using the SmartPLS 4.0 program. The results of the study indicate that service quality has no significant effect on customer satisfaction. Service responsiveness does not have a significant effect on customer satisfaction. Meanwhile, Customer service competence has a positive and significant effect on customer satisfaction.
Co-Authors Agitia Maharani Ahmad Azmy Ahmad Fairus Azka Akhmad Hairul Umam, Akhmad Hairul Aldi Pranata Ananda Oktaviani Azhar, Muhammad Akmal budiantoro, Anandha Diandra, Didip Diin Fitri Dwi Astuti, Nani Erwin Syahputra, Erwin Fahri Haikal Fajar Diaz Kusuma Faldhi Fadilla Guci Fitria Handayani Handi Risza Hasriani Hasriani Karasna, Danang Margaretha Vinna Supriyanto Supriyanto Muhammad Alfan Khumaini Mulya, Muhamad Femy Musdalifa Ramdhani Johardi Oktavia, Citra Dwi Paidi Paidi Putra, Awang Darmawan Putri, Narti Eka Rezika Lubis, Siti Raisa Risza Idris, Handi Rizky Octavianda Rizqia Amalia Rodohtul Hidayah Saipul Anwar Santi Dewi Nur Savitri Sapitri, Rachmawati Saryatmo, Agung Sonia Sonia Sudinta, Heru Sulistianto, Hario Sunny Tampubolon Suryadi, Darin Syahril Sidik Vitrio Wibisono WS, Paidi Yaya Sukarya, Yaya