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All Journal MIX : Jurnal Ilmiah Manajemen MBR (Management and Business Review) International Journal of Applied Finance and Business Studies
Dewi Kania, Dewi
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Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Social Sciences

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Peran mediasi komitmen afektif pada persepsi dukungan organisasi terhadap kinerja karyawan Chaidir, John; Haerofiatna, Haerofiatna; Kania, Dewi; Wahyudi, Wahyudi
MBR (Management and Business Review) Vol 7 No 1 (2023): Juni
Publisher : Fakultas Ekonomika dan Bisnis, Universitas Kanjuruhan Malang, Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21067/mbr.v7i1.8723

Abstract

Organizations are often faced with problems with their employees, employee performance is one of them. Employees are the key to the success of an organization. The purpose of this study is to investigate the extent to which the mediating role of affective commitment on perceived organizational support will ultimately have an impact on improving employee performance. This study uses a quantitative method with a PLS-SEM approach, and data collection using a questionnaire. The results of this study, all proposed hypotheses are entirely accepted, where the perception of organizational support has an effect on increasing employee performance and affective commitment, then affective commitment has a significant impact on increasing employee performance. On the other hand, affective commitment can have a partial mediating effect on the perceived organizational support on employee performance.
Green human resource management and green behavior: Mediating work engagement Kania, Dewi
International Journal of Applied Finance and Business Studies Vol. 12 No. 1 (2024): June: Applied Finance and Business Studies
Publisher : Trigin Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35335/ijafibs.v12i1.275

Abstract

Today’s eco-friendly practices have become a particular concern in the business environment. This study aimed to test and analyze how GHRM can affect green behavior mediated by work engagement. This study used quantitative research methods with a PLS-SEM-based causality approach. The sample in this study was 82 respondents at PT. Nikomas is resplendent. The results of this study partially show that GHRM had a significant influence on green behavior; GHRM has a positive and significant effect on work engagement; work engagement produces a positive and significant influence on green behavior, while work engagement can mediate positively and significantly in influencing GHRM on green behavior.
Big Five Personality on Life Satisfaction: Job Satisfaction and Job Stress as Mediators (Study on Small Enterprises in Garut Regency) Kosasih, Kosasih; Yuliaty, Farida; Paramarta, Vip; Kania, Dewi; Fitriana, Fitriana
MIX: JURNAL ILMIAH MANAJEMEN Vol 14, No 1 (2024): MIX: Jurnal Ilmiah Manajemen
Publisher : Universitas Mercu Buana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22441/jurnal_mix.2024.v14i1.006

Abstract

Objective: The purpose of this study is to investigate the relationship between personality traits and life satisfaction, as well as the impact of job satisfaction on life satisfaction and work stress. While investigating the function of job stress and job satisfaction in mediating the link between these variables.Methodology: This specific field of study adopts a quantitative research methodology and survey research techniques. A multivariate statistical method is used in the statistical tool that uses SmartPls 4 v.4.0.9.4 to compare exogenous and endogenous factors. The number of micro-enterprises in Garut Regency reached 150.557 (Garut Cooperative and SMEs Office, 2019), absorbing a total workforce of 2953 people. So, the population is the SME workforce who are still actively working. Sampling using incidental sampling and Purposive or Judgment sampling, namely sampling based on the number of respondents who filled out the instrument and must follow the sample proportions required in the SEM-SmartPlsmodel. So, the minimum sample is 120 employee respondents. Incidental sampling can likely achieve more than 130.Findings: According to the findings of hypothesis testing using Smart PLS, the first hypothesis (H1) is accepted, implying that personality significantly affects work stress. Since the second hypothesis (H2) is confirmed, personality affects life satisfaction. The third hypothesis (H3) is accepted which means that there is a significant relationship between job satisfaction and work stress. The fourth hypothesis (H4) is not accepted, proving that there is no discernible relationship between job happiness and life satisfaction. The fifth hypothesis (H5) is accepted which suggests that life satisfaction is significantly impacted by work stress. H9 is rejected, although H6, H7, and H8 are accepted.Conclusion: The capacity to forecast life satisfaction which falls into the moderate group can be attributed to the Big Five personality, job contentment, and work stress. Employees of SMEs in the Garut Regency can become more satisfied at work and in general by changing their personalities. Employees of SMEs experience both distress and eustress because job satisfaction has a favorable and important effect on work stress. It has not been demonstrated that life satisfaction is significantly influenced by job satisfaction. Life satisfaction is significantly impacted by job stress, suggesting that this stress is pleasant (eustress), such as self-motivation and stimulation to achieve personal goals in the work and life domains. According to mediation tests, the effect of personality on work stress is mediated by job satisfaction.
Mediation of Organisational Commitment Empirical Study of Transformational Leadership, Job Satisfaction, and Perceived Organisational Support on Turnover Intention Syaechurodji, Syaechurodji; Haryadi, Didit; Kania, Dewi; Darmawan, Dadan; Sanasa, Yoke
MIX: JURNAL ILMIAH MANAJEMEN Vol 14, No 3 (2024): MIX: Jurnal Ilmiah Manajemen
Publisher : Universitas Mercu Buana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22441/jurnal_mix.2024.v14i3.013

Abstract

Objectives: The phenomenon of turnover intention should be a concern for the company or organization owners. The phenomenon of turnover intention can be detrimental to the organization's survival. This study examines how the role of transformational leadership, job satisfaction, and perceived organizational influence turnover intention and how these roles modify organizational commitment.Methodology: This research uses quantitative research with a causality approach, with the Partial Least Squares Structural Equation Modeling (PLS-SEM) analysis method. The reason is that PLS-SEM can predict complex latent variables from a study. This research was conducted on J & T Cargo expedition employees in Tangerang Regency and a total sample of 131, testing the inner model and outer model and bootstrapping tests to test the mediation of organizational commitment.Finding: As formulated in the hypotheses, the results are consistent, where transformational leadership and employee job satisfaction significantly affect turnover intention, but perceived organizational support has no significant impact on turnover intention. Similarly, transformational leadership, job satisfaction, and perceived organizational support significantly impact organizational commitment. Thus, organizational commitment mediates the significant effect of transformational leadership, job satisfaction, and perceived organizational support on turnover intention. Theoretical and practical implications are presented.Conclusion: Organizations that emphasize developing transformational leadership qualities and prioritizing employee satisfaction will be better positioned to avoid turnover intention. By recognizing and acting on these insights, organizations can build positive employee engagement, retention, and success cycles. In summary, transformational leadership and job satisfaction significantly affect turnover intention, as satisfied employees are less likely to consider leaving their current organization.
Co-Authors Chaidir, John Dadan Darmawan, Dadan Didit Haryadi Farida Yuliaty Fitriana Fitriana Haerofiatna KOSASIH KOSASIH, KOSASIH Sanasa, Yoke Syaechurodji, Syaechurodji Vip Paramarta W. Wahyudi