Articles
<![CDATA[Gen Z at Work: The Impact of Culture, Career Growth, and Well-being on Engagement ]]>
<![CDATA[Anabelle, Maureen]]>;
<![CDATA[Aryati, Ana Sofia]]>
<![CDATA[ Jurnal Kewirausahaan dan Inovasi Vol. 4 No. 4 (2025) ]]>
Publisher : <![CDATA[Fakultas Ekonomi dan Bisnis Universitas Brawijaya ]]>
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DOI: 10.21776/jki.2025.04.4.20
<![CDATA[Purpose – This study aims to analyze the influence of organizational culture, career development, and employee well-being on employee engagement among Generation Z employees. Design/Methodology/Approach – This study employs a quantitative research method with an explanatory approach. A total of 172 Generation Z employees in Jakarta were selected using a purposive sampling technique, with the criteria of having worked for a minimum of six months. Data were collected through a Likert-scale questionnaire and analyzed using multiple linear regression with IBM SPSS Statistics. Findings – The results show that organizational culture, career development, and employee well-being have positive and significant effects on employee engagement among Generation Z employees. These findings indicate that organizations can improve engagement by developing human resource strategies that align with the expectations and characteristics of the younger workforce. Originality/Value This study offers empirical evidence on how organizational culture, career development, and employee well-being simultaneously shape engagement among Generation Z employees. It provides a context-specific contribution that supports the development of targeted HR strategies aligned with the unique characteristics of the younger workforce.]]>
<![CDATA[Understanding Generation Z's Intentions To Apply For Jobs Through Employer Attractiveness, Corporate Reputation, and Social Media ]]>
<![CDATA[Maulinda, Liestya Dwi]]>;
<![CDATA[Aryati, Ana Sofia]]>
<![CDATA[ Jurnal Manajemen Pemasaran dan Perilaku Konsumen Vol. 4 No. 3 (2025) ]]>
Publisher : <![CDATA[Fakultas Ekonomi dan Bisnis Universitas Brawijaya ]]>
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DOI: 10.21776/jmppk. 2025.04.3.04.
<![CDATA[Purpose – This study aims to analyze the influence of employer attractiveness, corporate reputation, and social media on job application intention among Generation Z students. Design/methodology/approach – This study employs a quantitative causal research design. The population consists of 1,043 final-year students from the Faculty of Economics and Business, Universitas Brawijaya, with a sample of 104 respondents selected using simple random sampling. Data were collected through questionnaires and analyzed using multiple linear regression. Findings – The results indicate that employer attractiveness, corporate reputation, and social media each have a positive and significant effect on job application intention. Among these variables, social media emerges as the most dominant factor influencing Gen Z’s intention to apply for jobs. Originality/value – This study contributes to recruitment and employer branding literature by integrating employer attractiveness, corporate reputation, and social media into a unified model of job application intention among Generation Z. The findings highlight the critical role of digital channels in shaping career decisions and provide practical implications for organizations and educational institutions in strengthening digital engagement and literacy.]]>
<![CDATA[Green Human Resource Management as an Educational Framework for Environmental Performance: Evidence from the Public Sector ]]>
<![CDATA[Aryati, Ana Sofia]]>;
<![CDATA[Fasieh, Muhammad Fajrul Islam]]>
<![CDATA[ Jurnal Pendidikan Progresif Vol 15, No 4 (2025): Jurnal Pendidikan Progresif ]]>
Publisher : <![CDATA[FKIP Universitas Lampung ]]>
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DOI: 10.23960/jpp.v15i4.pp2825-2843
<![CDATA[Green Human Resource Management as an Educational Framework for Environmental Performance: Evidence from the Public Sector. Objective: This study aims to investigate the impact of Green Human Resource Management (GHRM) practices on environmental performance (GP) within government organizations. It seeks to fill the existing research gap by examining the mediating roles of green organizational commitment (GOC) and employee green behavior (EGB) in the relationship between GHRM and GP. Methods: The research employed a quantitative approach using a structured survey distributed to employees across various government organizations. Data were analyzed using Structural Equation Modeling (SEM) to assess the direct and indirect effects of GHRM on EP, with GOC and EGB as mediating variables. Findings: The study found that GHRM has a statistically significant positive effect on EP. Specifically, GHRM practices increased GP by p-value (p < 0.008). Furthermore, both GOC and EGB partially mediated this relationship. Among the two mediators, GOC demonstrated a stronger mediating effect, with a p-value of 0.000 for the total influence, compared to EGB, which had a p-value of 0.016. These results emphasize that fostering organizational commitment plays a more pivotal role in enhancing the effectiveness of GHRM strategies. Conclusion: The findings underscore the critical role of GHRM in promoting superior environmental performance, both directly and through fostering organizational commitment and individual green behaviors. The stronger mediating role of GOC suggests that cultivating a shared sense of environmental responsibility within the organization is key to maximizing the impact of green HR practices. Practical Implications: These findings provide actionable insights for policymakers and organizational leaders. For instance, local governments and corporate HR departments should prioritize investing in GHRM-specific training programs to strengthen employees' green commitment and behaviors. Additionally, embedding environmental values into organizational culture and HR frameworks can significantly enhance sustainable outcomes. Firms that institutionalize GHRM as part of their strategic operations are more likely to achieve long-term environmental compliance and resilience. Keywords: green human resource management; green organizational commitment; environmental performance, employee green behavior, green training.]]>
<![CDATA[OPTIMALISASI WORKSHOP KESADARAN GREEN ENTREPRENEURIAL BEHAVIOR DI KALANGAN WIRAUSAHA WANITA KOTA BATU ]]>
<![CDATA[Ana Sofia Aryati]]>;
<![CDATA[Khalilah Daud Isaac Makhmut]]>
<![CDATA[ BULETIN ILMIAH NAGARI MEMBANGUN Vol. 8 No. 1 (2025) ]]>
Publisher : <![CDATA[LPPM (Institute for Research and Community Services) Universitas Andalas Padang ]]>
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DOI: 10.25077/bina.v8i1.748
<![CDATA[Green or environmentally friendly entrepreneurial behaviour is independent business behaviour whose practices pay attention to the balance between economic aspects, organizational aspects and community aspects. The degradation of the quality of life's welfare forces humans to pay full attention to social, environmental and economic aspects as an embodiment of the concept of sustainable development, namely efforts to fulfil the needs of life today so as not to ignore the ability of future generations to be able to meet their needs. The aim of this activity is to improve technical and managerial skills in environmentally friendly entrepreneurs, build self-confidence, and empower women who work in the green economy sector in Batu City. Through the use of workshop-based methods, participants were trained to enhance environmental awareness and to manage their businesses in a more environmentally friendly manner. The outcomes of the activity included a significant improvement in participants' understanding of the importance of applying sustainability principles in business operations. Furthermore, the program successfully empowered women entrepreneurs by instilling a green entrepreneurship mindset that can drive economic growth, create job opportunities, and deliver substantial benefits to both society and the environment. This was reflected in the participants' enthusiasm during discussion sessions and their active engagement through questions, which facilitated a deeper understanding of the topics presented. The conclusion from this activity is that environmentally friendly entrepreneurship has a strategic role in supporting sustainable practices through a balance between economic, social and environmental aspects.]]>
<![CDATA[Empowering Entrepreneurial Teams through Shared Leadership: Insights from Indonesia's Entrepreneurship Programs ]]>
<![CDATA[Andika]]>;
<![CDATA[Radityo Putro Handrito]]>;
<![CDATA[Ana Sofia Aryati]]>
<![CDATA[ Jurnal Ilmiah Administrasi Publik Vol. 12 No. 1 (2026): Jurnal Ilmiah Administrasi Publik (JIAP) ]]>
Publisher : <![CDATA[Badan Penerbitan Jurnal (BPJ) FIA-UB ]]>
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DOI: 10.21776/ub.jiap.2026.012.01.2
<![CDATA[This study examines the impact of shared leadership on entrepreneurial team performance. Based on Social Exchange Theory (SET), we investigate the role of shared leadership in enhancing team performance through team trust and team creativity as mediators. Data were collected from 71 entrepreneurial teams, consisting of 306 members and 73 supervisors, through a combined online and offline survey. Using Smart PLS 3.0, the aggregate data were analyzed at the team level within a mediation framework. The findings indicate that shared leadership significantly enhances team performance, with trust and creativity playing a partial mediating role. This study contributes to the literature by highlighting team creativity as a new mediator and utilizing dyadic data to reduce bias. The results of this study emphasize the importance of fostering trust and creativity to enhance team effectiveness, offering valuable implications for strengthening entrepreneurship programs in Indonesia and achieving sustainable success]]>
<![CDATA[Employee Performance: The Role Of Work Experience, Motivation, And Work Engagement ]]>
<![CDATA[Asri Endang Kuswandari]]>;
<![CDATA[Desi Tri Kurniawati]]>;
<![CDATA[Ana Sofia Aryati]]>
<![CDATA[ Sharia Economic and Management Business Journal (SEMBJ) Vol. 7 No. 1 (2026): Sharia Economic and Management Business ]]>
Publisher : <![CDATA[Yayasan Darussalam Bengkulu ]]>
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DOI: 10.62159/sembj.v7i1.2320
<![CDATA[Background This study investigates the role of work engagement as a mediating mechanism in the relationship between work experience, work motivation, and employee performance within the context of energy transition at PT Paiton Operation and Maintenance Indonesia. Grounded in the Job Demands–Resources (JD-R) framework, the study emphasizes that individual resources such as experience and motivation can enhance employee performance through the development of positive psychological engagement. Method This research employed an explanatory quantitative approach. Data were collected from 423 employees of PT Paiton Operation and Maintenance Indonesia using structured questionnaires. The analysis was conducted using Partial Least Squares–Structural Equation Modeling (PLS-SEM) to examine the direct and mediating relationships among work experience, work motivation, work engagement, and employee performance. Results The findings reveal that work experience and work motivation have significant positive effects on both work engagement and employee performance. In addition, work engagement significantly enhances employee performance and partially mediates the relationships between work experience, work motivation, and performance. These results demonstrate that employees with greater experience and stronger motivation are more likely to develop higher engagement, which subsequently improves performance outcomes. Conclusion This study extends the Job Demands–Resources (JD-R) framework by confirming that employee performance is influenced not only by individual resources but also by the extent to which these resources are transformed into positive psychological states through work engagement. The findings underscore the strategic importance of fostering employee engagement to sustain performance in high-risk and energy transition organizational environments.]]>
<![CDATA[How Work-Life Balance and Perceived Organizational Support Shape Nurse’ Performance Through Job Satisfaction ]]>
<![CDATA[Ndraha, Julius Ardianto Victorius]]>;
<![CDATA[Rofiaty]]>;
<![CDATA[Aryati, Ana Sofia]]>
<![CDATA[ Profit: Jurnal Adminsitrasi Bisnis Vol. 20 No. 2 (2026): Profit: Jurnal Administrasi Bisnis ]]>
Publisher : <![CDATA[FIA UB ]]>
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DOI: 10.21776/ub.profit.2026.020.02.9
<![CDATA[Employee performance in healthcare organizations is influenced by organizational conditions and individuals’ responses to work. Nurses, as frontline healthcare workers, face high job demands, requiring a balance between work and personal life and organizational support. This study aimed to analyze the influence of work-life balance and perceived organizational support on nurse performance, with job satisfaction as a mediating variable. This study used a quantitative approach with data collected from nurses in a general hospital. Data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results showed that work-life balance significantly influenced nurse performance and indirectly through job satisfaction. Perceived organizational support did not directly influence performance but increased job satisfaction, which ultimately influenced employee performance, indicating full mediation. These results confirm that job satisfaction plays a significant role as a mediator connecting work-life balance and perceived organizational support in improving employee performance.]]>
<![CDATA[The Effect of Work–Life Balance, Employee Engagement, and Emotional Intelligence on Organizational Citizenship Behavior ]]>
<![CDATA[Nabila Ardine Rihadatul Aisy]]>;
<![CDATA[Ana Sofia Aryati]]>
<![CDATA[ JURNAL ILMIAH EDUNOMIKA Vol. 10 No. 2 (2026): EDUNOMIKA ]]>
Publisher : <![CDATA[ITB AAS Indonesia Surakarta ]]>
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DOI: 10.29040/jie.v10i2.19820
<![CDATA[This explanatory quantitative study aims to analyze the effect of work–life balance, employee engagement, and emotional intelligence on organizational citizenship behavior among members of the Samapta Unit of the East Java Regional Police. This study was conducted at the Samapta Unit of the East Java Regional Police during the period of September–December 2025. Data were collected using a 5-point Likert-scale questionnaire that had passed validity and reliability testing and was distributed to all respondents who met the research criteria. After classical assumption testing, the collected data were analyzed using multiple linear regression with the assistance of SPSS version 29. The results indicate that work–life balance, employee engagement, and emotional intelligence simultaneously have a significant effect on organizational citizenship behavior. Partially, work–life balance, employee engagement, and emotional intelligence each have a significant effect on organizational citizenship behavior. These findings emphasize that balance between work and personal life, the level of members’ engagement in their duties, and the ability to manage emotions are critical factors in enhancing organizational citizenship behavior within a high-pressure policing work environment.]]>
<![CDATA[The Effect of Servant Leadership on Organizational Citizenship Behavior, Mediated by Organizational Commitment and Organizational Trust ]]>
<![CDATA[Mita Aprillia]]>;
<![CDATA[Himmiyatul Amanah Jiwa Juwita]]>;
<![CDATA[Ana Sofia Aryati]]>
<![CDATA[ Business Management Analysis Journal (BMAJ) Vol. 9 No. 2 (2026): Business Managament Analysis Journal (BMAJ) ]]>
Publisher : <![CDATA[Universitas Muria Kudus ]]>
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<![CDATA[This study aims to analyze the influence of servant leadership on organizational citizenship behavior (OCB) among hospital employees, considering the mediating roles of organizational trust and organizational commitment. This study employed a quantitative approach using Structural Equation Modeling based on SmartPLS. Data were collected through the distribution of a structured questionnaire to hospital employees, with a total of 198 respondents. The sampling technique utilized a saturated sample method. The results indicate that servant leadership has a positive and significant effect on organizational trust and OCB. Organizational trust was also found to have a positive effect on OCB and mediates the relationship between servant leadership and OCB. Meanwhile, organizational commitment was not found to mediate the relationship between servant leadership and OCB. These findings suggest that organizational trust is a key factor in fostering OCB compared to organizational commitment. Practically, these findings imply that hospital management should develop a service-based leadership style capable of enhancing employee trust. Organizations need to create a transparent, fair, and supportive work environment through open communication, employee empowerment, and an appropriate reward system to enhance OCB.]]>
<![CDATA[Work Motivation, Work Discipline, and Employee Performance: Evidence from PT Otsuka Indonesia ]]>
<![CDATA[Darmawan, Adam Achmad]]>;
<![CDATA[Aryati, Ana Sofia]]>
<![CDATA[ Jurnal Kewirausahaan dan Inovasi Vol. 5 No. 1 (2026) ]]>
Publisher : <![CDATA[Fakultas Ekonomi dan Bisnis Universitas Brawijaya ]]>
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DOI: 10.21776/jki.2026.05.1.09
<![CDATA[Purpose – This study aims to analyze the effects of work motivation and work discipline on employee performance at PT. Otsuka Indonesia. The research seeks to identify how motivational factors and employee discipline contribute to improving organizational performance. Design/methodology/approach – This study employs an explanatory quantitative research design to examine causal relationships between independent variables (work motivation and work discipline) and the dependent variable (employee performance). From the employee population of PT. Otsuka Indonesia, 85 respondents were selected using a simple random sampling technique. Data were collected through questionnaires, documentation, and literature studies, and analyzed using multiple linear regression with IBM SPSS Statistics for Windows. Findings – The findings indicate that work motivation and work discipline have significant effects on employee performance at PT. Otsuka Indonesia. These results demonstrate that higher levels of employee motivation and discipline contribute to improved performance outcomes. Therefore, maintaining and enhancing these factors is essential for achieving better organizational performance. Originality/value – This study contributes to human resource management literature by providing empirical evidence regarding the simultaneous influence of work motivation and work discipline on employee performance within a manufacturing company context. The findings offer practical implications for organizations in developing strategies to strengthen employee motivation and discipline to improve productivity and performance.]]>
