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All Journal MBR (Management and Business Review) Jurnal Ilmu Administrasi Negara (JUAN) Jurnal Ilmiah Dikdaya Journal Of Management Science (JMAS) Jurnal Mantik eCo-Buss Jurnal Ilmiah Sains dan Teknologi (SAINTEK) JIIP (Jurnal Ilmiah Ilmu Pendidikan) Enrichment : Journal of Management ATRABIS: Jurnal Administrasi Bisnis (e-Journal) Jurnal Manajemen Jurnal Administrasi Bisnis Indonesia Auditing Research Journal Optimal: Jurnal Ekonomi dan Manajemen
Haerofiatna
Universitas Primagraha
Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Languange, Linguistic, Communication & Media Library & Information Science Mathematics Physics Social Sciences Other

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Persepsi Dukungan Organisasi dan Komitmen Organisasi: Mediasi Keterlibatan Karyawan Wirtadipura, Dian; Haerofiatna; Kurniasih, Dedeh; Alam, Surya
ATRABIS Jurnal Administrasi Bisnis (e-Journal) Vol. 11 No. 1 (2025): ATRABIS: Jurnal Administrasi Bisnis (e-Journal)-Juni 2025
Publisher : Program Studi Administrasi Bisnis

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38204/atrabis.v11i1.2319

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh persepsi dukungan organisasi terhadap komitmen organisasi dengan keterlibatan karyawan sebagai variabel mediasi. Penelitian ini mengacu pada Social Exchange Theory (SET), yang menjelaskan bahwa hubungan antara karyawan dan organisasi dibangun atas prinsip timbal balik; ketika organisasi memberikan perhatian dan dukungan kepada karyawan, maka karyawan akan merespons dengan menunjukkan perilaku positif seperti keterlibatan dan komitmen. Desain penelitian ini bersifat kausal dengan pendekatan kuantitatif, melibatkan 170 karyawan tetap PT. San Fang Indonesia yang dipilih menggunakan teknik simple random sampling. Instrumen pengumpulan data berupa kuesioner yang telah diuji validitas dan reliabilitasnya, dan dianalisis menggunakan metode Partial Least Squares-Structural Equation Modeling (PLS-SEM) melalui perangkat lunak SmartPLS 4. Hasil analisis menunjukkan bahwa persepsi dukungan organisasi berpengaruh positif dan signifikan terhadap keterlibatan karyawan (β = 0,613; p < 0,001) dan komitmen organisasi (β = 0,385; p < 0,001). Selain itu, keterlibatan karyawan memiliki pengaruh positif terhadap komitmen organisasi (β = 0,517; p < 0,001) dan memediasi hubungan antara persepsi dukungan organisasi dan komitmen organisasi (β = 0,317; p < 0,001). Implikasi praktis dari penelitian ini menunjukkan pentingnya organisasi membangun persepsi dukungan secara strategis melalui kebijakan berbasis empati, pengakuan, dan kesejahteraan, untuk menciptakan keterlibatan emosional dan loyalitas karyawan yang berkelanjutan. Penelitian ini memperkaya literatur dengan mengelaborasi peran mediasi keterlibatan karyawan dalam konteks dukungan organisasi, serta memperkuat penerapan SET dalam kerangka hubungan kerja kontemporer.
Pengaruh Kompensasi, Kompetensi, dan Lingkungan Kerja terhadap Kinerja Pegawai di Yayasan Pendidikan Islam XYZ Budianda, Sherly Indria; Chaidir, John; Haerofiatna, Haerofiatna
Jurnal Ilmiah Dikdaya Vol 15, No 2 (2025): September
Publisher : Universitas Batanghari Jambi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33087/dikdaya.v15i2.867

Abstract

Penelitian ini dilaksanakan di Yayasan Pendidikan Islam XYZ dengan tujuan meningkatkan kinerja pegawainya menjadi sangat baik agar mampu bersaing dengan yayasan pendidikan lainnya, baik di tingkat Provinsi Banten maupun khususnya di Kota Serang. Fokus penelitian diarahkan pada analisis pengaruh kompensasi, kompetensi, dan lingkungan kerja terhadap kinerja pegawai. Adapun tujuan utama penelitian adalah menganalisis, mendeskripsikan, serta memberikan interpretasi mengenai faktor-faktor tersebut. Metode penelitian yang digunakan adalah pendekatan kuantitatif, dengan serangkaian uji statistik meliputi Uji Validitas, Reliabilitas, Normalitas, Multikolinearitas, Heteroskedastisitas, Regresi Linear Berganda, Koefisien Determinasi (R²), Uji t, dan Uji F. Sampel penelitian mencakup seluruh pegawai Yayasan Pendidikan Islam XYZ sebanyak 62 responden. Data dikumpulkan melalui kuesioner dan wawancara, kemudian diolah menggunakan perangkat lunak SPSS versi 25. Hasil analisis menunjukkan bahwa kompensasi, kompetensi, dan lingkungan kerja berpengaruh positif serta signifikan secara parsial terhadap kinerja pegawai. Selain itu, melalui Uji F diperoleh temuan bahwa ketiga variabel tersebut juga berpengaruh secara simultan terhadap peningkatan kinerja. Berdasarkan hasil penelitian, disarankan agar yayasan secara bertahap meningkatkan aspek kompensasi, kompetensi, dan lingkungan kerja guna mendorong tercapainya kinerja yang sangat baik. Penulis juga merekomendasikan agar pihak yayasan bersama pegawai lebih memfokuskan perhatian pada faktor-faktor yang mampu meningkatkan kinerja sehingga target peningkatan kinerja organisasi dapat tercapai secara berkelanjutan.
Organizational justice and employee performance: Mediating organizational commitment Tajudin Tajudin; Wahid Sumarjo; Haerofiatna Haerofiatna; Wahyudi Wahyudi
Enrichment : Journal of Management Vol. 15 No. 5 (2025): December: Management Science And Field
Publisher : Institute of Computer Science (IOCS)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35335/enrichment.v15i5.2433

Abstract

This study aims to analyze the influence of organizational justice on employee performance with organizational commitment as a mediating variable in PT Sokonindo Automobile. The research method uses a quantitative approach with Partial Least Squares-Structural Equation Modeling (PLS-SEM) analysis. The research sample amounted to 179 respondents which were determined through simple random sampling techniques. The results of the study show that organizational justice has a positive and significant effect on employee performance, and has a strong influence on increasing organizational commitment. In addition, organizational commitment has been proven to make a significant contribution in driving performance improvement. Mediation analysis shows that organizational commitment mediates positively and significantly the relationship between organizational justice and employee performance. The values of R² and Q² confirm that the model has good predictive power and adequate predictive relevance. These findings underscore that justice in distribution, procedures, and interactions is an important foundation in building employee psychological attachment that ultimately improves work performance. This research provides implications for the development of equity-based HR policies and offers a theoretical perspective on the psychological mechanisms that link justice and performance through organizational commitment
The influence of transformational leadership and the physical work environment on innovative work behavior mediated by knowledge sharing in the MKGR organization of Banten province Bayu Astapati Rahayu; Amir Arifudin; Henri Khairuddin; John Chaidir; Haerofiatna Haerofiatna
Enrichment : Journal of Management Vol. 15 No. 6 (2026): Management Science And Field
Publisher : Institute of Computer Science (IOCS)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35335/enrichment.v15i6.2452

Abstract

This research explores how transformational leadership and the physical work environment shape knowledge-sharing practices and innovative work behavior, both through direct relationships and through indirect pathways. A quantitative approach was employed, with data gathered through questionnaires administered to members of the MKGR Mass Organization in Banten Province. Using proportional random sampling, responses were obtained from 65 participants. The collected data were processed and analyzed using multiple linear regression with the support of SPSS version 30. The findings indicate that transformational leadership significantly influences innovative work behavior, as does the physical work environment. Knowledge sharing also plays a crucial role in fostering innovative behavior. In addition, both transformational leadership and the physical work environment significantly affect knowledge-sharing activities. Importantly, knowledge sharing functions as a mediating variable, strengthening the influence of transformational leadership and the physical work environment on innovative work behavior
The influence of motivation, education and training, and compensation on employee performance at the representative office of Bank Indonesia in Banten Province Dimas Ardianto Dwi Sambodo; Sunarso Sunarso; Ratu Linda Nurhasanah; John Chaidir; Haerofiatna Haerofiatna
Enrichment : Journal of Management Vol. 15 No. 6 (2026): Management Science And Field
Publisher : Institute of Computer Science (IOCS)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35335/enrichment.v15i6.2453

Abstract

This study examines the effects of motivation, education and training, and compensation on employee performance at the Representative Office of Bank Indonesia in Banten Province. It is grounded in the view that effective human resource management is crucial for sustaining organizational performance in a strategic state financial institution responsible for maintaining economic stability. Employee performance is treated as a key organizational asset influenced by internal factors such as work motivation, competency development through education and training, and the applied compensation system. Using a quantitative explanatory approach with a causal-comparative design, data were collected through questionnaires from employees who met specific criteria, including participation in training programs and receipt of formal compensation. Multiple linear regression analysis, supported by classical assumption testing, was employed to ensure model validity. Motivation, education and training, and compensation were analyzed as independent variables, while employee performance was measured through individual performance indicators, work competence, and adherence to Bank Indonesia’s strategic values. The results show that all three variables have a positive and significant effect on employee performance, both individually and collectively. The study highlights the importance of integrated motivation enhancement, continuous competency development, and fair compensation systems, contributing to public-sector human resource management literature and offering practical guidance for performance-oriented policy formulation
The influence of compensation, competence, and the work environment on employee performance at the Al Irsyad Islamic Education Foundation in Banten Sherly Indria Budianda; Mohamad Irfan; Mardani Mardani; John Chaidir; Haerofiatna Haerofiatna
Enrichment : Journal of Management Vol. 15 No. 6 (2026): Management Science And Field
Publisher : Institute of Computer Science (IOCS)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35335/enrichment.v15i6.2454

Abstract

This study was conducted at the Al Irsyad Islamic Education Foundation in Banten, an educational institution that seeks to enhance employee performance in order to remain competitive with other foundations, both at the provincial level of Banten and specifically within Serang Regency. The research focuses on analyzing the influence of compensation, competence, and the work environment on employee performance. The objective of the study is to examine, describe, and provide empirical insights regarding the effects of these three variables. A quantitative research design was applied, employing various statistical procedures, including validity and reliability tests, normality testing, multicollinearity testing, heteroscedasticity testing, multiple linear regression analysis, the coefficient of determination (R²), as well as partial (t-test) and simultaneous (F-test) hypothesis testing. The research population comprised all employees of the Al Irsyad Islamic Education Foundation in Banten, with a total of 62 respondents. Data were collected using structured questionnaires and supported by interviews to obtain a more comprehensive understanding of employee perceptions and working conditions. The data were analyzed using SPSS version 25. The findings reveal that compensation, competence, and the work environment each have a positive and statistically significant effect on employee performance. Furthermore, the simultaneous test results indicate that these three variables collectively contribute significantly to improving employee performance. Based on these findings, the study recommends that the foundation consistently enhance compensation systems, employee competencies, and the quality of the work environment to achieve superior performance and more effectively attain organizational objectives.
The influence of competence, compensation, and work ethics on employee performance at the department of communication, informatics, encryption, and statistics of serang regency Ratu Namira Maulina; Khusnul Khotimah; Yayu Surati; John Chaidir; Haerofiatna Haerofiatna
Enrichment : Journal of Management Vol. 15 No. 6 (2026): Management Science And Field
Publisher : Institute of Computer Science (IOCS)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35335/enrichment.v15i6.2455

Abstract

This study aims to look at how competence, pay, and work ethic affect employee performance at the Department of Communication, Informatics, Encryption, and Statistics in Serang Regency. The research used a quantitative method, gathering data through questionnaires, direct observations, and document reviews. A total of 75 employees took part as respondents, chosen using a census sampling method to ensure all parts of the group were included. The data was then processed and analyzed using multiple linear regression to understand how the different factors relate to each other. The results show that employee competence has a positive and significant impact on performance, meaning that having more knowledge, skills, and abilities leads to better job results. However, pay was not found to have a significant effect on performance, implying that current salary structures might not be a major driver for improvement. Work ethic, on the other hand, had a positive and significant effect, highlighting the role of values like discipline, responsibility, and dedication in achieving good performance. When all three factors—competence, pay, and work ethic—are considered together, they have a significant combined effect on performance. These findings suggest that improving employee competence and promoting a strong work ethic is important, and that organizations should consider reviewing their pay systems. The study offers useful information for enhancing human resource management in public sector organizations
The influence of response timeliness and work motivation on service quality and its influence on the number of patient visits at serang city regional hospital Ratu Pipit Kurnia Fitri; Abdul Malik; Asep Unang Rusmana; Jhon Chaidir; Haerofiatna Haerofiatna
Enrichment : Journal of Management Vol. 15 No. 6 (2026): Management Science And Field
Publisher : Institute of Computer Science (IOCS)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35335/enrichment.v15i6.2456

Abstract

This study aims to examine the influence of response time accuracy and work motivation on service quality, as well as the effect of service quality on the number of patient visits at the Regional Public Hospital of Serang City. A quantitative research approach was employed to achieve these objectives. The data analysis technique used was multiple regression analysis to measure the relationships between response time accuracy and work motivation with service quality, and subsequently the effect of service quality on patient visits. The research population consisted of 7,669 individuals associated with the Regional Public Hospital of Serang City. Using a disproportionate stratified random sampling technique, a total of 381 respondents were selected as the research sample. The results of the study indicate that response time accuracy accounts for 15.98%, work motivation for 22.89%, service quality for 20.12%, and patient visits for 20.40%. Furthermore, the magnitude of the influence of response time accuracy on service quality is 0.285, while the influence of work motivation on service quality is 0.281. In addition, service quality has an influence of 0.519 on the number of patient visits. These values indicate that the effects fall within the low to moderate category. The hypothesis testing results show that response time accuracy and work motivation jointly influence service quality with a hypothesis acceptance level of 11.4%. Meanwhile, the joint influence of response time accuracy and work motivation on patient visits reaches a hypothesis acceptance level of 20.7%.
The influence of transformational leadership style and organizational culture on employee performance through job satisfaction as an intervening variable Fathorrahman Fathorrahman; Nurdiana Salam; Maryati Maryati; Sholeh Hidayat; Haerofiatna Haerofiatna
Indonesia Auditing Research Journal Vol. 15 No. 1 (2026): March: Auditing, Finance, IT Plan, IT Governance, Risk
Publisher : Institute of Accounting Research and Novation (IARN)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35335/arj.v15i1.583

Abstract

This study looks at how organizational culture and transformational leadership style affect worker performance at PT Chandra Asri Pacific Tbk, using job satisfaction as an intervening variable. Purposive sampling was used to pick 81 employees for the study, which takes a quantitative approach utilizing a survey method. Multiple regression and path analysis approaches were used to examine the data, which were gathered using structured questionnaires. The findings show that corporate culture and transformational leadership significantly and favorably affect workers' job satisfaction. Additionally, employee performance is directly and significantly impacted by these factors. The association between organizational culture and performance was shown to be partially mediated by job satisfaction, which also had a substantial impact on employee performance. However, the association between transformative leadership and employee performance is not mediated by work happiness. These results imply that strong corporate cultures and effective leadership techniques are essential for improving worker performance, both directly and indirectly. The study highlights the importance of strengthening leadership quality, fostering a supportive organizational culture, and improving employee satisfaction to achieve sustainable organizational performance. The results provide practical implications for management in formulating human resource strategies aimed at improving productivity and organizational effectiveness in highly competitive industrial environments.
The influence of job promotion, work motivation and preventive work discipline on employee performance in the regional secretariat Serang Regency Dwi Meilinda Ayu Ningsih; Achmad Adi Ardiyanto; Ida Widiyawati; Haerofiatna Haerofiatna; Ali Imron
Indonesia Auditing Research Journal Vol. 15 No. 1 (2026): March: Auditing, Finance, IT Plan, IT Governance, Risk
Publisher : Institute of Accounting Research and Novation (IARN)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35335/arj.v15i1.584

Abstract

This study examines the influence of job promotion, work motivation, and preventive work discipline on employee performance at the Regional Secretariat of Serang Regency. The study used a quantitative method with a survey that included 98 civil servants as participants. Information was gathered through questionnaires and examined using multiple linear regression. The findings show that job promotions do not greatly influence employee performance, implying that promotion policies by themselves are not enough to boost performance unless they are backed by fair and transparent systems. On the other hand, work motivation is found to positively and significantly impact employee performance, highlighting the importance of internal drive, recognition, and encouragement in enhancing work outcomes. Preventive work discipline also shows a significant positive influence, reflecting the role of self-discipline, compliance with regulations, and responsibility in supporting optimal performance. Simultaneously, job promotion, work motivation, and preventive work discipline significantly affect employee performance, with the model explaining 49.8% of performance variance. These findings indicate that strengthening motivation and preventive discipline is more effective in improving employee performance than relying solely on structural promotion. The study contributes to human resource management practices in the public sector by emphasizing the importance of motivational and behavioral factors in enhancing organizational performance.
Co-Authors Abdul Malik Abdul Wahid Alfarizi Achmad Adi Ardiyanto Alam, Surya Ali Imron Ali Imron Amir Arifudin Asep Unang Rusmana Badri Hasan Bayu Astapati Rahayu Budianda, Sherly Indria Chaidir, John Dedeh Kurniasih Dewi Kania, Dewi Dian Wirtadipura Didit Haryadi DIDIT SUGIHARTO - A01109170 Dika Hilaldi Dimas Ardianto Dwi Sambodo Dwi Meilinda Ayu Ningsih Endang Kusnadi Fathorrahman Fathorrahman Gusti Didit Friyadi B31109125 Gustian Irwansyah Henny Setiani Henri Khairuddin I Gusti Agung Komang Diafari Djuni Hartawan Ida Widiyawati Iis Istiharoh Jhon Chaidir John Chaidir John Chaidir Khusnul Khotimah Lia Febriani Mardani Mardani Maryati Maryati Mela Efridenty Mohamad Irfan Norman Yachya Nur Ainiyah Dini Rizki Nurdiana Salam Nurjaya Nurjaya Rahmat Gunawan Ratu Linda Nurhasanah Ratu Namira Maulina Ratu Pipit Kurnia Fitri Rozi, Achmad Ruddi Kurniawan Setyowati, Ani Sherly Indria Budianda Sholeh Hidayat Sunarso Sunarso Syaechurodji, Syaechurodji Tajudin Tajudin Tajudin Tajudin W. Wahyudi W. Wahyudi Wahid Sumarjo Yayu Surati