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All Journal Journal of Law Science Journal Of Management Science (JMAS) Enrichment : Journal of Management
Wahyudi Wahyudi
Universitas Primagraha, Indonesia
Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Environmental Science Law, Crime, Criminology & Criminal Justice Social Sciences

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The mediation of work environment on employee performance through organizational culture and work discipline Imam Riyadi; Yadi Supriadi; Juwizat Juwizat; Wahyudi Wahyudi; Ahmad Solihin
Junal Ilmu Manajemen Vol 9 No 3 (2026): July: Management Science and Field
Publisher : Institute of Computer Science (IOCS)

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This study examined how organizational culture and work discipline affect employee performance, with the work environment serving as a mediating factor at PT Telkom Indonesia's Banten Region, Ciruas Office. A quantitative research method using an ex post facto design was used to investigate the connections between the variables. The study included 100 employees who were chosen through a saturated sampling method, which ensured that every individual in the population took part as a respondent. Data were gathered using structured questionnaires, which were evaluated on a 10-point Likert scale, and then analyzed through Partial Least Squares–Structural Equation Modeling (PLS-SEM) with the help of SmartPLS software. The results showed that both the organization's culture and the level of work discipline had a positive and statistically significant impact on how well employees performed. In addition, these variables had a significant impact on the quality of the work environment. Among all the variables that were studied, the work environment had the most significant direct effect on how well employees performed. In addition, the work environment was identified as playing a major role in influencing how organizational culture, work discipline, and employee performance are connected. These results suggest that how well an employee performs is not only influenced by factors within the organization itself but is also affected by the overall working environment in a more indirect way. Therefore, organizations need to pay attention to building a strong organizational culture, improving employee behavior, and establishing a workplace that supports employees, in order to boost their performance and better accomplish the goals of the organization.
The influence of job motivation, work environment and work discipline on the performance of technical staff Yanti Oktavia; Ratu Muhdiroh; Iman Taofik; Wahyudi Wahyudi; Ahmad Solihin
Junal Ilmu Manajemen Vol 9 No 3 (2026): July: Management Science and Field
Publisher : Institute of Computer Science (IOCS)

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This study examined the influence of work motivation, work environment, and work discipline on the performance of technical employees at PT Optima Mandiri Globalindo Bekasi, a company specializing in medical equipment calibration services. Although these factors have been widely studied in human resource management research, limited empirical evidence exists regarding their combined effects on technical personnel working in highly regulated calibration industries. This research addresses that gap by providing evidence from a sector that demands high levels of accuracy, compliance, and professional responsibility. A quantitative approach was employed using a saturated sampling technique involving all 68 technical employees. Data were collected through structured questionnaires and analyzed using multiple linear regression, supported by validity, reliability, and classical assumption tests. The findings revealed that work motivation, work environment, and work discipline positively and significantly affect employee performance. The regression results showed that work motivation (β = 0.420), work environment (β = 0.603), and work discipline (β = 0.422) significantly contributed to performance improvement, with the work environment emerging as the most influential factor. Simultaneously, the variables significantly affected employee performance (F = 100.531; p < 0.001). The Adjusted R² value of 0.818 indicates that 81.8% of employee performance variation is explained by the model. The study contributes to human resource management literature and provides practical guidance for improving organizational performance through motivation, workplace conditions, and discipline enhancement.
The influence of job training, compensation and work environment on employee performance Risaldy Amry; Ledy Lutfiani Jamilah; Nevi Sulistiawati Afriani; Wahid Sumarjo; Wahyudi Wahyudi; Ahmad Solihin
Junal Ilmu Manajemen Vol 9 No 3 (2026): July: Management Science and Field
Publisher : Institute of Computer Science (IOCS)

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This study was carried out to examine how job training, employee compensation, and the work environment influence the performance of employees at Horison Ultima Ratu Serang Hotel. Although previous studies have widely examined the effects of job training, compensation, and the work environment on employee performance, the findings remain inconsistent, particularly within the hospitality industry in developing economies. This study addresses this gap by providing empirical evidence from the Indonesian hotel industry and examining the combined effects of job training, compensation, and the work environment on employee performance. A quantitative approach using descriptive and explanatory methods was employed with a saturated sample of 87 employees. Data were collected through questionnaires and analyzed using SPSS, including validity, reliability, classical assumption, multiple regression, coefficient of determination, and hypothesis tests. The results indicate that job training, compensation, and the work environment each have a positive and significant effect on employee performance. Furthermore, the work environment had a positive and significant impact on employee performance, indicating that comfortable and supportive workplace conditions help employees perform more effectively. At the same time, it was shown that job training, pay, and working conditions significantly affect how well employees perform, accounting for 54% of the differences in their performance levels. These findings highlight the importance of improving employee competencies through training, providing equitable compensation, and fostering a supportive work environment to enhance employee performance in the hospitality industry. The study contributes to human resource management theory by reinforcing the complementary role of human resource development, reward systems, and workplace conditions as integrated determinants of employee performance, while offering practical guidance for hotel managers in designing more effective human resource strategies.
The role of advocates in achieving justice and legal certainty for the community in Banten Province Dika Ratu Marfu'atun; Mazdhalifah Taro; Wahyudi Wahyudi
Journal of Law Science Vol. 8 No. 3 (2026): July: Law Science
Publisher : Institute Of computer Science (IOCS)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35335/jls.v8i3.7204

Abstract

Advocates hold a strategic position as law enforcers who play a role in providing legal aid, assistance, defense, and protection of the community's rights in obtaining access to justice. Amidst the com-plexity of legal issues faced by the community, the presence of advocates is crucial to bridge the gap in legal understanding, especially for community groups with economic, social, and educational limitations. This study uses a qualitative method with a descriptive approach. Data collection techniques were carried out through interviews, observations, and documentation of advocates, justice seekers, and related institutions in Banten Province. The results of the study indicate that the role of advocates in realizing justice and legal certainty in Banten Province has been carried out through legal consultation functions, litigation and non-litigation assistance, and the provision of free legal aid (pro bono). However, the implementation of this role still faces various obstacles, such as low public legal awareness, limited access to legal services in certain areas, and less than optimal synergy between advocates, the government, and legal aid institutions. Therefore, it is necessary to strengthen the role of advocates through increased professionalism, equitable distribution of legal aid services, and more effective collaboration with various parties to create a legal system that is fair, certain, and in favor of the public interest. This research is expected to provide both academic and practical contributions to strengthening the role of advocates as a pillar of justice in Banten Province
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
Co-Authors Ahmad Solihin Dika Ratu Marfu'atun Haerofiatna Imam Riyadi Iman Taofik Juwizat Juwizat Ledy Lutfiani Jamilah Mazdhalifah Taro Nevi Sulistiawati Afriani Ratu Muhdiroh Risaldy Amry Tajudin Tajudin Wahid Sumarjo Yadi Supriadi Yanti Oktavia