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All Journal Jurnal Manajemen dan Organisasi Jurnal Manajemen Terapan dan Keuangan Jurnal Manajemen Teori dan Terapan JURNAL EKONOMI DAN BISNIS AIRLANGGA EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis Management Analysis Journal Asia-Pacific Management and Business Application Jurnal Administrasi Publik : Public Administration Journal Jurnal Maksipreneur: Manajemen, Koperasi, dan Entrepreneurship JURNAL MANAJEMEN BISNIS Jurnal Samudra Ekonomi dan Bisnis TRANSFORMASI: Jurnal Manajemen Pemerintahan International Journal of Economics Development Research (IJEDR) Civil Service : Jurnal Kebijakan dan Manajemen PNS Jurnal Manajemen Pendidikan dan Ilmu Sosial (JMPIS) Dinasti International Journal of Economics, Finance & Accounting (DIJEFA) Quantitative Economics and Management Studies Annals of Human Resource Management Research The South East Asian Journal of Management IIJSE
Elok Savitri Pusparini, Elok Savitri
Department Of Management, Faculty Of Economics And Business, Universitas Indonesia, Depok
Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Energy Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Mathematics Social Sciences Other

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The Influence of Forced Distribution Rating System (FDRS) on Job Performance : The Mediation Role of Effort , Stress , Procedural Justice, and Distributive Justice Empirical Study on Employees at Bank Indonesia Head Office Mohamad Ardhi Fareza; Elok Savitri Pusparini
Dinasti International Journal of Economics, Finance & Accounting Vol. 6 No. 2 (2025): Dinasti International Journal of Economics, Finance & Accounting (May-June 2025
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijefa.v6i2.3995

Abstract

Job performance considered important for organizational effectiveness and can be optimized through well-designed and implemented performance appraisals to motivate employees. One of the measurement models is Forced Distribution Rating System (FDRS). The main objective of this study was to assess the effect of FDRS on job performance mediated by effort , stress , procedural justice , and distributive justice. The research data were obtained from 380 respondents through online and offline questionnaires that had undergone initial cleansing and filtering, analyzed using Covariance-Based Structural Equation Modeling (CBSEM) with the Confirmatory Factor Analysis (CFA) method using the LISREL 8.8 application . The test results showed that the Forced Distribution Rating System (FDRS) had a significant positive effect on effort (H1), procedural justice (H3), and distributive justice (H4). Effort was shown to have a significant effect on job performance (H5), while procedural justice (H7) and distributive justice (H8) also had a strong positive relationship with job performance . Effort significantly mediated the relationship between FDRS and job performance (H9), while procedural justice (H11) and distributive justice (H12) were also important mediators. In contrast, FDRS has no significant effect on stress (H2), and stress does not mediate the relationship between FDRS and job performance (H10). These findings underscore the importance of a justice-based approach in implementing an evaluation system such as FDRS to support optimal employee performance.
The effect of psychological empowerment, organizational justice, affective commitment, and self-efficacy on task performance: Research on probation officers in Indonesia Wulandari, Sri; Syahlani, Dudi Hendrakusuma; Pusparini, Elok Savitri
Annals of Human Resource Management Research Vol. 5 No. 3 (2025): September
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i3.3135

Abstract

Purpose: This research aims to analyze the effects of psychological empowerment, organizational justice, affective commitment, and self-efficacy on task performance among probation officers in Indonesia. Additionally, this research examines the mediating roles of affective commitment and self-efficacy in the relationship between psychological empowerment and organizational justice, focusing on task performance. Methodology/approach: The approach used in this research is quantitative, employing a survey method. Data were collected through the distribution of online questionnaires that successfully captured 360 respondents, and after the data cleaning process, 328 valid data points were analyzed using Structural Equation Modeling (SEM) through the Lisrel application. Results/findings: The results showed that psychological empowerment, organizational justice, affective commitment, and self-efficacy have a significant and positive impact on task performance. Additionally, it was found that affective commitment and self-efficacy also serve as significant mediators in strengthening the influence of psychological empowerment and organizational justice on task performance. Conclusion: The conclusion of this research reveals that both individual psychological factors and perceptions of organizational justice play a crucial role in enhancing employee task performance. Limitations: The limitations of this research lie in its use of a cross-sectional design and the limited scope of one type of functional position, specifically probation officers. Contribution: This research makes a practical contribution to the Directorate General of Corrections and Correctional Centers by developing performance improvement strategies based on a human resource management approach that incorporates both individual and organizational factors.
The Influence of TOE Factor and Entrepreneurial Orientation on Social Media-related Performance: The Mediating Role of Innovation Capability and CRM Capability, and the Role of Moderation of Social Media Adoption Ningrum, Nilawati Puspita; Pusparini, Elok Savitri
Quantitative Economics and Management Studies Vol. 6 No. 5 (2025)
Publisher : PT Mattawang Mediatama Solution

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35877/454RI.qems4150

Abstract

This study aims to analyze the influence of TOE Factor and Entrepreneurial Orientation on the Social Media-relayed Performance of multi-industry MSMEs in the Greater Jakarta area, considering the mediating role of Innovation Capability, and CRM Capability, as well as the role of Social Media Adoption moderation. MSMEs were chosen because of their significant role in the national economy, but still face challenges in optimizing digital technology, especially social media. This study uses a quantitative approach with the Partial Least Squares Structural Equation Modeling (PLS-SEM) method, and involves 243 respondents from multi-industry MSME actors in the Greater Jakarta area to answer surveys distributed online and offline. The results showed that Innovation Capability significantly mediated the relationship between TOE Factor and Social Media-related Performance, and CRM Capability significantly mediated the relationship between Entrepreneurial Orientation and Social Media-related Performance. In contrast, Social Media Adoption does not play a significant role as a moderator in strengthening relationships between variables. These findings make a theoretical contribution to the development of the Dynamic Capability Theory and TOE framework by emphasizing the importance of organizational readiness and strategic orientation in building customer-based digital capabilities. Practically, these results emphasize that the digitalization of MSMEs is not enough just with social media adoption, but requires structural readiness, entrepreneurial leadership, and a consistent customer management system. This research also provides relevant managerial implications for MSME owners, policymakers, and business training and mentoring providers.
INFLUENCE OF PSM, GOAL CLARITY, JOB SATISFACTION, AND LEADER-MEMBER EXCHANGE ON OCB: MEDIATING ROLE OF EMPLOYEE ENGAGEMENT Sinaga, Hebron Simson Yohanes Pande Raja; Pusparini, Elok Savitri
Jurnal Ekonomi dan Bisnis Airlangga Vol. 35 No. 2 (2025): JURNAL EKONOMI DAN BISNIS AIRLANGGA
Publisher : Fakultas Ekonomi dan Bisnis, Universitas Airlangga

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.20473/jeba.V35I22025.216-237

Abstract

Introduction: This study examines the impact of Public Service Motivation (PSM), goal clarity, job satisfaction, and leader-member exchange (LMX) on Organizational Citizenship Behavior (OCB), with employee engagement as a mediating variable. Grounded in the Job Demands–Resources (JD-R) model and Social Exchange Theory (SET), the research examines how motivational resources, role clarity, and relational quality foster engagement and, in turn, promote discretionary behaviors in public sector settings, particularly among immigration officers. Methods: Using a quantitative approach, data were collected from 368 immigration officers working in the immigration checkpoints division at four Class I Special Immigration Offices in Indonesia. A purposive sampling technique was applied, and covariance-based structural equation modeling (CB-SEM) was used to analyze relationships and test the mediating effect of employee engagement. Results: PSM, goal clarity, and LMX significantly influence OCB directly, while job satisfaction impacts OCB only through employee engagement. Employee engagement acts as a critical mediator, enhancing the effects of these variables on OCB. The results highlight the importance of employee engagement in transforming job satisfaction into meaningful organizational contributions. Conclusion and suggestion: The findings underscore the central role of employee engagement in translating PSM, goal clarity, job satisfaction, and LMX into voluntary, value-adding actions. For public sector managers, strategies to strengthen engagement by enhancing PSM, clarifying goals, fostering supportive leadership, and improving job satisfaction are essential for sustaining OCB, especially in high-pressure and disruption-prone service environments.
Explaining Factors of Job Pursuit Intention in Indonesian Military Institution Syaebani, Muhammad Irfan; Anoviar, Alia Noor; Pusparini, Elok Savitri; Rachmawati, Riani
APMBA (Asia Pacific Management and Business Application) Vol. 3 No. 3 (2015)
Publisher : Department of Management, Faculty of Economics and Business, Brawijaya University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21776/ub.apmba.2015.003.03.4

Abstract

Reformation brought many changes in public sectors in Indonesia, one of them is Military institution. Reformation required Military to become professional in every organizational aspects, including human resources as a part of resource that need to be manage strategically.  Proficient and competent human resource will help organization reach its vision, missons, and strategic goals. One of the strategy to attract competent human resource is to design the recruitment and selection process in talent management corridor, where organization must identify factors which attracting a candidate to join into organization or simply called job pursuit intention. To find out what factors lead to job pursuit intention into military institution in Indonesia, data was collected using qualitative approach from middle-rank military officer. Their past experiences concerning motives/factors which lead them joined into military were explored. From analysis, it reveals that there are 5 factors which make them joined military; employer familiarity, subjective fit, hiring expectation, economic motive, and nationalism/patriotism motive.
Leadership and Innovation Dynamics on Public Servants: Creative Self-Efficacy and Affective Commitment as Mediators Elvirani Dwi Saputri; Elok Savitri Pusparini
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 8 No 2 (2025): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v8i2.6130

Abstract

This study explores how creative self-efficacy and affective commitment mediate the relationship between leadership styles and innovative work behavior among public servants in the government financial sector. It compares the impact of self-leadership and transformational leadership on innovative work behavior, using public servants as the research subjects. The study surveyed 860 public servants in a state financial organization using online questionnaires with a 7-point Likert scale. Data were analyzed using SmartPLS and Structural Equation Modelling (SEM). The study found a positive link between creative self-efficacy, affective commitment, and innovative work behavior, highlighting the mediating role of creative self-efficacy and affective commitment between leadership style and innovative work behavior. It recommends that supervisors adopt a transformational leadership style to enhance creative self-efficacy and affective commitment, thereby boosting innovative work behavior. Additionally, organizations should employ self-leadership strategies to promote innovation.
The Influence of Transformational Leadership on Task Performance and Organizational Citizenship Behaviors: The Mediation Role of Work Engagement and Organizational Identification (Case Study on the Secretariat General of the Ministry of Finance of the Rep Yusuf Aji Darmawan; Elok Savitri Pusparini; Imbuh Sulistyarini; Ayu Aprilianti
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 9 No 1 (2026): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v9i1.8212

Abstract

This study aims to determine the direct influence of transformational leadership on task performance and organizational citizenship behaviors and through the mediation role of work engagement and organizational identification. Data were collected through questionnaires and analyzed using Structural Equation Modeling. A total of 367 employees of the Ministry of Finance Secretariat General participated as research samples. The results of this study indicate that transformational leadership has an indirect effect on organizational citizenship behaviors through work engagement and organizational identification, and on task performance through work engagement although only partial mediation. However, transformational leadership does not have an indirect effect on task performance through organizational identification, so that organizational identification does not mediate the effect of transformational leadership on task performance. This study also shows that transformational leadership has a direct influence on task performance and organizational citizenship behaviors of employees of the Ministry of Finance Secretariat General, especially related to concern for the image of the organization. Therefore, organizations need to encourage technical-level leaders (echelon IV) to always demonstrate the characteristics of a transformational leader so that employees below them are increasingly motivated to defend the agency when other agencies criticize it, show pride when representing the agency in public, and express loyalty to the organization.
The Effect of Business Strategy on Company Performance with a Management Control System as a Moderation Variable Retno Febriani Pratomowati; Elok Savitri Pusparini
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 9 No 1 (2026): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

This study examines the suitability of business strategies based on the Miles & Snow typology and the type of Management Control System (MCS) on company performance, with Return on Assets (ROA) as the main indicator, using a sample of 82 non-financial companies listed on the Indonesia Stock Exchange (IDX) during the period 2014 to 2023. This study uses a quantitative approach with longitudinal data, applying cluster analysis, ANOVA, and Games-Howell post hoc test to analyze the suitability between business strategies (defenders, prospectors, analyzers) and MCS types (clan, adhocracy, market, hierarchy). The findings of the study show that the alignment between the business strategy and the type of MCS has a significant effect on the financial performance of the company. The defender strategy gains higher ROA when supported by market-oriented MCS, while the prospector strategy performs best with a clan or adhocracy-type MCS that emphasizes flexibility and innovation. The analyzer strategy has proven to consistently produce stable performance on all types of MCS, confirming its adaptive character. This study highlights the importance of regular evaluation of the suitability of the MCS-strategy and the role of Top Management Team (TMT) characteristics in supporting effective implementation. The results of this study provide theoretical reinforcement for contingency theory and strategic fit, as well as practical guidance for managers to design a Management Control System (MCS) that improves the company's competitiveness and resilience in a dynamic business environment.
Innovation in Public Organizations: Do Public Service Motivation and Organizational Climate Play a Role? Sahadewi, Nella Prapita; Pusparini, Elok Savitri
Jurnal Maksipreneur Vol 15 No 1 (2025)
Publisher : Universitas Proklamasi 45

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30588/jmp.v15i1.2077

Abstract

COVID-19 and digitalization brought new challenges for organizations. Organizations needed to be agile to face these challenges. Innovation was the key for organizations to sustain their presence in the business world. This study examined the impact of public service motivation (PSM), organizational climate (OC), and psychological empowerment (PE) on innovative work behavior (IWB) in a public organization. Using a quantitative approach with Structural Equation Modeling (SEM) in LISREL 8.8, the results indicated that PSM and OC have a positive effect on PE. PE, in turn, enhanced IWB. Mediation analysis showed that PE partially mediated the relationship between the independent variables and IWB. The findings suggested that fostering creativity, autonomy, and recognition within the organization is key to enhancing innovation.
Kajian Tentang Pengaruh Persepsi Dukungan Organisasi terhadap Perilaku Kerja Karyawan Pasca Restrukturisasi: Studi pada Karyawan Perusahaan Teknologi Berbasis Digital Maulani Y., Luthvia Nur; Pusparini, Elok Savitri
Jurnal Maksipreneur Vol 15 No 1 (2025)
Publisher : Universitas Proklamasi 45

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30588/jmp.v15i1.2087

Abstract

The development of digital-based technology has triggered the phenomenon of Tech Winter, leading to layoffs and increasing job insecurity among surviving employees. This study aims to analyze the effect of perceived organizational support (POS) on job insecurity and its impact on the task performance and innovative behavior of layoff survivors. The study also explores how affective commitment acts as a mediator, while financial job dependence and organizational cynicism serve as moderators in the relationship between job insecurity and work performance, as well as innovative behavior among layoff survivors in digital technology companies. This research employs the Partial Least Squares Structural Equation Modelling (PLS-SEM) method to analyze the relationships between variables. The sample consists of 262 respondents who are layoff survivors working in digital technology companies in Indonesia. The results show that perceived organizational support (POS) has a significant effect in reducing job insecurity, which in turn improves task performance and innovative behavior. Affective commitment serves as a significant mediator, while financial job dependence and organizational cynicism moderate the impact of job insecurity on work outcomes. These findings highlight the importance of organizational support in mitigating job insecurity for employees after a layoff.
Co-Authors Abd Rahman, Ishak Aditya Pradipta, Daniel Afnan, Yasmin Alia Noor Anoviar Alia Noor Anoviar, Alia Noor Alvin Permana Emur Amelia Regita Saraswaty Annisa Azka Nabilah, Annisa Azka Aryasa, Komang Budi Ayu Aprilianti Azman Ismail Dhaneswara, Cintya Astari Djaganata, Almirazada Dwiratu DWI RAHMAWATI Elvirani Dwi Saputri Ganeva, Irvan Handika, Cicih Handwita Mufidawati Imbuh Sulistyarini Iswandari, Virginia Dewi Komang Budi Aryasa Maulani Y., Luthvia Nur Mohamad Ardhi Fareza Mohamad, Nur Izzaty Muhammad Futtuwah Andryadi Muhammad Irfan Syaebani Muhammad Irfan Syaebani Ningrum, Nilawati Puspita Putro, Wijanarko Pristiyanto Retno Febriani Pratomowati Riani Rachmawati Riani Rachmawati Riani Rachmawati S Rino Rino Rizaldi, Richard Sahadewi, Nella Prapita Sinaga, Hebron Simson Yohanes Pande Raja Siti Namira Aisyah Sri Wulandari Syahlani, Dudi Hendrakusuma Wardani, Febryana Puspa Wijayati, Suci Wildan Vanny Hashona Yasinta Estherina Puspitasari Yusuf Aji Darmawan Zihni Tunca, Mustafa