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All Journal Jurnal Administrasi Bisnis (JABis) Competence : Journal of Management Studies (Kompetensi : Jurnal Studi Manajemen) Jurnal Manajemen STIE Muhammadiyah Palopo JBMP (Jurnal Bisnis, Manajemen dan Perbankan) Journal of Economic, Bussines and Accounting (COSTING) EKONOMIS : Journal of Economics and Business International Journal of Supply Chain Management Jambura Journal of Educational Management Jurnal Administrasi dan Manajemen JURNAL EKSBIS MANAJEMEN DEWANTARA JENIUS (Jurnal Ilmiah Manajemen Sumber Daya Manusia) Revitalisasi : Jurnal Ilmu Manajemen International Journal of Economics Development Research (IJEDR) Management Studies and Entrepreneurship Journal (MSEJ) Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah Jurnal E-Bis: Ekonomi Bisnis JURNAL MANAJEMEN DAN BISNIS EQUILIBRIUM Academia Open Indonesian Journal of Cultural and Community Development Indonesian Journal of Law and Economics Review Jurnal Disrupsi Bisnis Jurnal Ilmu Manajemen Advantage Indonesian Journal of Innovation Studies Procedia of Social Sciences and Humanities MES Management Journal Jurnal Ilmiah Manajemen dan Bisnis (JIMBis) Indonesian Journal of Islamic Studies Jurnal Ilmiah MEA (Manajemen, Ekonomi, dan Akuntansi) PERMANA : Jurnal Perpajakan, Manajemen, dan Akuntansi Paradoks : Jurnal Ilmu Ekonomi Innovative Technologica: Methodical Research Journal Journal Pemberdayaan Ekonomi dan Masyarakat Jurnal Inovasi Daerah Intelektualitas Frontiers in Research Journal Jurnal Akuntansi, Ekonomi dan Manajemen Bisnis
Rifdah Abadiyah
Universitas Muhammadiyah Sidoarjo
Religion Agriculture, Biological Sciences & Forestry Arts Humanities Chemical Engineering, Chemistry & Bioengineering Chemistry Computer Science & IT Decision Sciences, Operations Research & Management Earth & Planetary Sciences Economics, Econometrics & Finance Education Electrical & Electronics Engineering Engineering Environmental Science Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Mechanical Engineering Medicine & Pharmacology Physics Social Sciences Transportation Other

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PENGARUH WORK LIFE BALANCE, EMPLOYEE ENGAGEMENT, DAN JOB SATISFACTION TERHADAP KINERJA KARYAWAN PADA SPBU DI SIDOARJO Yasinta, Silvana Lucky; Abadiyah, Rifdah; Andriani, Dewi
MANAJEMEN DEWANTARA Vol 10 No 2 (2026): MANAJEMEN DEWANTARA
Publisher : Universitas Sarjanawiyata Tamansiswa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30738/md.v10i1.21780

Abstract

Penelitian ini bertujuan untuk menguji pengaruh Work Life Balance, Employee Engagement, dan Job Satisfaction Terhadap Kinerja Karyawan Pada SPBU di Sidoarjo. Penelitian menggunakan metode kuantitatif. Populasi dalam penelitian ini adalah seluruh karyawan SPBU di wilayah Sidoarjo yang bekerja pada berbagai bagian operator, administrasi, dan supervisor. Teknik pengambilan sampel yang digunakan adalah purposive sampling dengan jumlah responden sebanyak 104 orang. Teknik pengambilan data menggunakan data primer dan data sekunder. Teknik analisis data menggunakan Partical Least Square (PLS) versi 4.0. Hasil penelitian ini menunjukkan bahwa (1) Work Life Balance berpengaruh positif dan signifikan terhadap Kinerja Karyawan (2) Employee Engagement berpengaruh positif dan signifikan terhadap Kinerja Karyawan. (3) Job Satisfaction berpengaruh positif dan signifikan terhadap Kinerja Karyawan
Human Resource Development Competence Motivation and Employee Performance: Pengembangan Sumber Daya Manusia, Kompetensi, Motivasi, dan Kinerja Karyawan Aulia , Tia; Abadiyah, Rifdah
Indonesian Journal of Law and Economics Review Vol. 20 No. 4 (2025): November
Publisher : Universitas Muhammadiyah Sidoarjo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21070/ijler.v20i4.1448

Abstract

General Background Human resources are a strategic element in organizational sustainability and performance achievement. Specific Background PT. BPR Arta Seruni faces challenges related to employee performance amid limited human resource development, varying competency levels, and insufficient motivation. Knowledge Gap Previous studies show inconsistent findings regarding the role of human resource development, competency, and motivation in explaining employee performance. Aims This study aims to examine the partial and simultaneous relationships between human resource development, human resource competency, and motivation with employee performance. Results Using quantitative explanatory research with total sampling of 60 employees and multiple linear regression analysis, the findings show that human resource development, competency, and motivation are each statistically significant, both individually and simultaneously, in relation to employee performance. Novelty This study provides empirical evidence from a regional banking institution by integrating three key human resource variables within one analytical model. Implications The findings offer practical insights for organizational management in designing structured human resource development, competency alignment, and motivational strategies to support employee performance. Keywords: Human Resource Development, Human Resource Competency, Motivation, Employee Performance, Banking Organization Key Findings Highlights: Training and development practices are statistically associated with employee work outcomes. Skill and knowledge alignment corresponds with measurable performance levels. Work motivation demonstrates a consistent statistical relationship with task achievement.
Employee Self Development and Work Performance in Organizational Context: Perkembangan Diri Karyawan dan Kinerja Kerja dalam Konteks Organisasi Aminin, Bima Rohmatan; Andriani, Dewi; Firdaus, Vera; Abadiyah, Rifdah
Indonesian Journal of Law and Economics Review Vol. 20 No. 4 (2025): November
Publisher : Universitas Muhammadiyah Sidoarjo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21070/ijler.v20i4.1452

Abstract

General Background Employee performance remains a central concern in organizational management. Specific Background Self-development is increasingly recognized as a key factor in shaping employee work outcomes. Knowledge Gap Empirical studies examining self-development and employee performance still show varied findings across organizational settings. Aims This study aims to examine the relationship between self-development and employee performance within the selected organizational context. Results Quantitative analysis indicates that self-development demonstrates a significant association with employee performance. Novelty This study provides contextual evidence of self-development within a specific organizational setting. Implications The findings offer practical insights for organizations in supporting employee development as part of performance management strategies. Keywords: Self-Development, Employee Performance, Work Motivation, Organizational Commitment, Human Resource Management Key Findings Highlights: Employee self-development shows measurable association with work outcomes. Motivation and commitment align with performance patterns observed in the organization. Development-oriented practices support sustainable employee performance.
Knowledge Sharing Organizational Justice And Commitment In Employee Performance: Pembagian Pengetahuan, Keadilan Organisasi, dan Komitmen dalam Kinerja Karyawan Mahardika, Ody; Abadiyah, Rifdah
Indonesian Journal of Law and Economics Review Vol. 20 No. 4 (2025): November
Publisher : Universitas Muhammadiyah Sidoarjo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21070/ijler.v20i4.1453

Abstract

General Background Human resource management emphasizes employee performance as a key organizational outcome. Specific Background Within this context, knowledge sharing and organizational justice are frequently associated with performance through organizational commitment. Knowledge Gap Previous studies report inconsistent findings regarding the mediating role of organizational commitment. Aims This study examines the relationships between knowledge sharing, organizational justice, employee performance, and organizational commitment at PT. Panggung Electric Citrabuana. Results Using quantitative analysis with SEM-PLS on data from 80 employees, the findings indicate that knowledge sharing is associated with employee performance, organizational justice is associated with organizational commitment, and organizational commitment is associated with employee performance, while organizational justice shows no direct association with employee performance and knowledge sharing shows no association with organizational commitment. Novelty The study clarifies the selective mediating role of organizational commitment within the examined relationships in a manufacturing context. Implications These findings provide empirical insights for organizational management in structuring internal knowledge practices and fairness perceptions to support employee performance. Keywords: Knowledge Sharing, Organizational Justice, Organizational Commitment, Employee Performance, Human Resource Management Key Findings Highlights: Knowledge exchange within the organization aligns with employee output outcomes Fairness perceptions strengthen internal attachment to the organization Internal attachment functions as a pathway linking fairness and work results
Intrinsic Motivation Organizational Support Commitment and OCB in Rural Banking: Motivasi Intrinsik, Dukungan Organisasi, Komitmen, dan Perilaku Organisasi yang Baik (OCB) dalam Perbankan Pedesaan Lukitasari, Anisa; Abadiyah, Rifdah
Indonesian Journal of Law and Economics Review Vol. 20 No. 4 (2025): November
Publisher : Universitas Muhammadiyah Sidoarjo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21070/ijler.v20i4.1457

Abstract

General Background Banking institutions require employee behaviors that exceed formal job descriptions to maintain service quality and organizational sustainability. Specific Background BPR Delta Artha Perseroda faces challenges related to low Organizational Citizenship Behavior among employees, reflected in limited cooperation, initiative, and participation. Knowledge Gap Previous studies have examined intrinsic motivation, organizational support, and organizational commitment separately, yet empirical evidence testing these variables simultaneously within rural banking institutions remains limited. Aims This study aims to examine the relationships between intrinsic motivation, organizational support, and organizational commitment with Organizational Citizenship Behavior at BPR Delta Artha Perseroda. Results Using a quantitative approach with multiple linear regression on 80 employees, the findings show that intrinsic motivation, organizational support, and organizational commitment each demonstrate significant relationships with Organizational Citizenship Behavior, with intrinsic motivation showing the strongest contribution. Novelty The study provides integrated empirical evidence from a rural banking context by analyzing these three variables concurrently within a single organizational setting. Implications The findings offer practical insights for human resource management in rural banks to strengthen internal motivation, organizational support mechanisms, and employee commitment in fostering positive discretionary workplace behaviors. Keywords: Intrinsic Motivation, Organizational Support, Organizational Commitment, Organizational Citizenship Behavior, Rural Banking Key Findings Highlights: Employee internal drive shows the strongest association with discretionary workplace behavior. Organizational assistance perceptions align with voluntary cooperative actions. Emotional attachment to the institution supports sustained employee contribution.
Human Resource Management Practices in Culinary MSME Performance: Praktik Manajemen Sumber Daya Manusia dalam Kinerja Usaha Mikro, Kecil, dan Menengah (UMKM) di Bidang Kuliner Panjaitan, Febrina Niken Estevania; Abadiyah, Rifdah
Indonesian Journal of Law and Economics Review Vol. 20 No. 4 (2025): November
Publisher : Universitas Muhammadiyah Sidoarjo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21070/ijler.v20i4.1459

Abstract

General Background Micro, Small, and Medium Enterprises play a strategic role in Indonesia’s economy, particularly in labor absorption and local economic development. Specific Background In the culinary sector, rapid growth of coffee shops has intensified competition, making human resource management a critical managerial function. Knowledge Gap Despite extensive studies on MSME performance, limited research explores contextual and informal HRM practices within thematic culinary MSMEs. Aims This study examines the role of human resource management in supporting employee performance and operational sustainability at Kedai Waleho Kopitiam, a thematic coffee shop in Sidoarjo. Results Using a qualitative descriptive approach through interviews, observation, and documentation, the findings show that informal HRM practices covering recruitment, training, motivation, performance evaluation, and workplace relations contribute to improved productivity, service quality, customer satisfaction, and work efficiency. Novelty This study highlights the application of humanistic and contextual HRM practices in a family-based culinary MSME setting. Implications The findings provide practical insights for MSME owners to manage human resources adaptively without complex formal systems while maintaining sustainable business performance. Keywords: Human Resource Management, MSME Performance, Culinary Business, Employee Productivity, Service Quality Key Findings Highlights: Informal HR practices support employee productivity and operational stability Humanistic management fosters positive service interactions with customers Contextual HR approaches suit small-scale culinary enterprises
The Effect of Toxic Leadership and Job Insecurity on Employee Turnover Intention with Job Satisfaction as a Mediation Variable at PT. XYZ Sidoarjo Christiono, Naufal Akmal; Abadiyah, Rifdah; Adji, Kumara
Jurnal Ilmiah Sumber Daya Manusia Vol 9 No 2 (2026): JENIUS (Jurnal Ilmiah Sumber Daya Manusia)
Publisher : Universitas Pamulang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32493/JJSDM.v9i2.58613

Abstract

This study aims to analyze the influence of toxic leadership and job insecurity on employee turnover intention, with job satisfaction as a mediating variable at PT. XYZ in Sidoarjo. The high turnover rate indicates potential issues in human resource management. Reduced work satisfaction and increased desire to leave can be caused by destructive leadership styles and uncertainty surrounding employment continuation. This study used a causal research design and a quantitative methodology. Questionnaires were sent out to 99 people to gather data, which was then calculated using the Slovin formula and analyzed using the PLS-SEM approach with SmartPLS 4.0 software. Job satisfaction and desire to leave are greatly impacted by toxic leadership and job instability, according to the research. In addition, the impact of these factors on the intention to leave is moderated by work satisfaction. Companies may use these findings to improve leadership, increase job security, and build a more welcoming workplace, all of which should help them retain more employees.
Phenomenological Study of Leadership Styles for Gen Z in the Transformation of the World of Work in Sidoarjo Anggara, Reza Tri; Kusuma, Kumara Adji; Abadiyah, Rifdah
Jurnal Ilmiah Sumber Daya Manusia Vol 9 No 2 (2026): JENIUS (Jurnal Ilmiah Sumber Daya Manusia)
Publisher : Universitas Pamulang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32493/JJSDM.v9i2.58642

Abstract

The transformation of the world of work marked by the entry of Generation Z into the workforce presents new challenges for organizations, especially in determining a leadership style that is in line with the character and expectations of this generation. Generation Z as digital natives tends to prioritize two-way communication, openness, work flexibility, and attention to mental health and psychological well-being. This study aims to analyze the leadership style preferences of Generation Z in the context of changes in the modern world of work. The research used a descriptive qualitative approach with data collection techniques through in-depth interviews with eight Generation Z informants working in various sectors in Sidoarjo Regency, and validated through source triangulation with two Human Resource Management experts. Data analysis was carried out using the thematic analysis method. The results show that Generation Z's leadership style preferences are dynamic and contextual. The democratic leadership style is the main preference because it provides space for participation and respect for opinions, but the laissez-faire style is considered effective in encouraging independence, while the authoritarian style remains relevant in situations that demand decisiveness and speed of decision-making. Based on these findings, this study formulated a new concept in the form of the Generation Z Adaptive-Contextual Leadership Model, which is a leadership model that places a democratic approach as the main foundation with the flexibility of applying directive and delegative styles according to situational demands. This model emphasizes participatory communication, structural flexibility, and responsibility-based assertiveness, so that it is able to answer the needs of Generation Z in modern organizational dynamics.
The Influence of Perception of Fairness, Perception of Organizational Support and Work Environment on Employee Job Satisfaction at Siti Hajar Sidoarjo Islamic Hospital Akbar, Arshinta Elisya; Abadiyah, Rifdah; Andriani , Dewi
Jurnal Ilmiah Sumber Daya Manusia Vol 9 No 2 (2026): JENIUS (Jurnal Ilmiah Sumber Daya Manusia)
Publisher : Universitas Pamulang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32493/JJSDM.v9i2.58817

Abstract

This study aims to analyze the influence of perceived fairness, perceived organizational support, and work environment on employee job satisfaction at Siti Hajar Islamic Hospital, Sidoarjo. The background of the study is based on the importance of job satisfaction as a determinant of performance and quality of health services, amidst the challenges of high workloads and fluctuations in employee discipline. The research method uses a quantitative approach with an explanatory research type, where primary data is obtained through distributing questionnaires to employees, while secondary data comes from company documents. Data analysis was carried out using the Partial Least Square - Structural Equation Modeling (PLS-SEM) technique using SmartPLS 4.0 software. The results of the study are expected to show the extent to which perceived fairness, organizational support, and work environment partially or simultaneously influence employee job satisfaction. These findings are expected to provide theoretical contributions in the development of human resource management science as well as practical benefits for hospital management in designing fairer, more supportive, and conducive policies to improve employee job satisfaction and the quality of health services.
Pengaruh Person Job Fit, Lingkungan Kerja, dan Kepuasan Kerja terhadap Turnover Intention karyawan pada CV Citra Karya Abadi Pratama, Aditya Sendi; Abadiyah, Rifdah; Andriani, Dewi
Jurnal Disrupsi Bisnis Vol. 9 No. 2 (2026): Jurnal Disrupsi Bisnis
Publisher : Prodi Manajemen, Fakultas Ekonomi, Universitas Pamulang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32493/drb.v9i2.59178

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh person–job fit, lingkungan kerja, dan kepuasan kerja terhadap turnover intention karyawan. Fenomena tingginya niat karyawan untuk meninggalkan perusahaan menimbulkan permasalahan serius bagi keberlangsungan operasional, sehingga diperlukan kajian empiris mengenai faktor-faktor yang memengaruhi retensi karyawan. Penelitian menggunakan pendekatan kuantitatif dengan jenis penelitian kausal, dengan pengambilan sampel melibatkan seluruh populasi sebanyak 65 karyawan melalui teknik total sampling. Instrumen penelitian berupa kuesioner tertutup dengan skala Likert lima poin, sedangkan analisis data dilakukan menggunakan metode Partial Least Square Structural Equation Modeling (PLS-SEM) dengan bantuan perangkat lunak SmartPLS 4.0. Penelitian ini memberikan kontribusi teoritis dalam pengembangan ilmu manajemen sumber daya manusia, khususnya terkait retensi karyawan, serta manfaat praktis bagi perusahaan dalam merumuskan kebijakan pengelolaan karyawan yang lebih efektif. Temuan ini juga relevan dengan pencapaian Sustainable Development Goal (SDG) 8 mengenai pekerjaan layak dan pertumbuhan ekonomi berkelanjutan.
Co-Authors Abdul Aziz Achmad Chadisan Choiron Aditya, Rini Pradina Adji Kusuma , Kumara Adji Kusuma, Kumara Adji, Kumara Aisyah Reza Pahlevi Akbar, Arshinta Elisya Akhmad Affandi Alamsyah, Teguh Alwi Hasim Aminin, Bima Rohmatan Andika Ridwana Putra Andriani , Dewi Anggara, Reza Tri Anggraini, Sherly Fitria Anis Eliyana Annajiyah, Ainun Apriyanti, Efa Ardianto , Mohammad Ervan Ardiawan Rizaldy Arianto, Ferry Nur Ariskiya, Safira Arizki, Muta’aal Afrian Astutik, Rohma Puji Aulia , Tia Aulia, Kharisma Catur Avil Dwi Saputra Ayu Lestari, Dwi Girl Nita Arkana Cahyaningrum, Citra Nanda Christiono, Naufal Akmal Daffa, Mazin Della Puspita Maretania Dewi Andriani Dewi Komala Sari Diansyah, Reni Nur Dimas, Cahyono Emerald Rafif Maulana Erina Sonji Syaillatul Ilmi Fahmi Achmadan Fanani, Achmad Muhajir Faradilah, Tiara Nur Mediana Fatmala, Fika Fauzan Bhimantara Yudhie Fidy Famerta Firdaus, Moch Alfan Firdausi Gita Agustiya Firmansyah, Muhammad Elny Fitria Amalia Azizah Hansya Maulana Hasan Ubaidillah Helza Sabila, Rani Isnawati Lujeng Lestari Jeffri Maulana Juniar, Reza Dwi Karina Dwi Cahyani Khasanah, Susinda Umi Komala Sari, Dewi Kumara Adji Kusuma Kurniawati, Safitri Dwi Kusuma, Kumaran Adji Kyki Veronica Anggraeni Lailatul Hidayati Lailatul Ilmia Lilik Indayani Lita, Kunnurul Lujeng Iswahyuni Lukitasari, Anisa Mahardika, Ody Marchelinda, Niken Mariana, Tri Novia Masithasari, Arrini Andina Masjhur, Ahmad Maufuzah, Intan Anis Maulana Rizky Widhiarto Maulidafi, Syahhanif Mochammad Miya Wulandari Setyaningsih Moch Taufik Mochammad Fatchurohman Mochammad Imron Awalludin Mochammad Rizal Yulianto Mohammad Alvin Sufianto Ghozali Mohammad Dwi Fajar Romadhon Muhammad Andik Diantoro Muhammad Fatchul Huda Muhammad Marwan Fadhlullah Muhammad, Nur Sa'adah Muhammad, Prayoga Radhitya Mustafadah, Marta Aulia Natasya, Savira Nisa Rahmawati Nisail Azizah, Risma Nofyaningrum, Mya Aditya Nuraini, Khofifah Panjaitan, Febrina Niken Estevania Pradana, Afrillian Ilham Praseno, Hadi Pratama, Aditya Sendi Purnamasari, Afinda Eka Puspitasari, Silviana Dewi Putra, Dea Septa Fradana Putri Rizkika Aida Putri, Dhita Eka Ananda Putri, Indri Wahyuni Kusuma Putri, Nofalia Krisdiana Putri, Nova Permana Putri, Pingkan Novita Yanda Raharjo, Muhammad Deni Tri Rahma Fajriati Rahmah Setiawati Rahmatika Raya Santoso, Purwaningrum Ridwanti, Aletta Dwi Rizki Eko Wibowo Rizki Ragil Pamungkas Robby, Rizal Fahmy Likhukmy Rosnawiyah, Rosnawiyah Rudy Kurniawan Salsabila Putri Agustina Sangjaya, Handeka Setya Putra Sari, Elda Premesta Sari, Melani Fitria Devita Sari, Prastiwi Nilam Selan, Denny Andrea Shintya Risma Wati Sigit Hermawan Silvya Makhfudho Sinta Listia Siti Nur Hidayati Sridadi, Ahmad Rizki Srirahayu, Elvi Sumartik Sumartik , Sumartik Suryanto, Aulia Safitri Monica Putri Tegar Bagas Oktavian Haidar Ubaidillah, Hasan Ummi Syakinah, Innani Vania Rahma Nurhadiyanti Vera Firdaus Vian, Ardansyah Vian Aryana Vivit Nurmasari Widi Permadi Ganda Gunawan Wulandari, Arynda Pramudya Yasinta, Silvana Lucky Yulianto, Moch.Rizal Zaenha, Mochamad Abdi Redani Zahro, Sofiyatuz Zanuar Rilo Pambudi, Muhammad Zuhal Nahwan Al-Azmi zulfa, indana