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All Journal Syntax Literate: Jurnal Ilmiah Indonesia CITIZEN: Jurnal Ilmiah Mulitidisiplin Indonesia
Muhammad Irfan Syaebani
Department of Management, Faculty of Economics and Business, University of Indonesia
Religion Humanities Economics, Econometrics & Finance Education Environmental Science Law, Crime, Criminology & Criminal Justice Social Sciences Other

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Effect of Employee Perception of Sex Diversity and Employee Perception of Retaining Sex Diversity on Work Efforts Mediated By Interactional Justice, Distributive Justice, and Procedural Justice in Public Sector Yohanes Rico Ananda Putra; Muhammad Irfan Syaebani
Syntax Literate Jurnal Ilmiah Indonesia
Publisher : Syntax Corporation

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36418/syntax-literate.v7i10.13297

Abstract

Digital transformation has become one of the government programs. In an organization full of diversity, leaders need to carry out good governance. Proper diversity management is needed for organizations with diverse employees. Diversity management can be felt by employees from two perspectives, namely how employees see the existing diversity and how employees see the organization's efforts to maintain diversity. Apart from being applied to managing organizations, diversity management is directly proportional to organizational justice. This research aims to determine the effect of perceptions of sex diversity and perceptions of retaining sex diversity on employee work efforts in the public sector mediated by interactional justice, distributive justice, and procedural justice in organizations. Research data was collected using a questionnaire and obtained 148 respondents. The collected data was analyzed using the Partial Least Square (PLS-SEM) based Structural Equation Modeling method with the SmartPLS application. The results showed that there was a positive effect on perceptions of employee diversity and perceptions of retaining employee diversity on work effort mediated by procedural justice. However, the results showed that other variables had a different effect. This research contributes to providing an overview regarding how to improve the work efforts of employees in the public sector, especially those with a high level of diversity.
Systematic Literature Review On The Influence Of Organizational And Personal Factors On Quiet Quitting With Employee Well Being As A Mediating Variable Asyip Abdul Mu’iz Annasihi; Muhammad Irfan Syaebani
Citizen : Jurnal Ilmiah Multidisiplin Indonesia Vol. 6 (2026): SPECIAL ISSUE: Strengthening Economic Resilience: Integrating Islamic Finance, Entrep
Publisher : DAS Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53866/jimi.v6i2.1446

Abstract

This study aims to analyze the influence of organizational and personal factors on quiet quitting behavior with employee well-being as a mediating variable through a Systematic Literature Review approach. The study was conducted to understand the growing phenomenon of employee disengagement in modern workplaces and identify the factors contributing to reduced work involvement. The review process used the PRISMA method by collecting articles from several academic databases, including Google Scholar, Scopus, ScienceDirect, Emerald Insight, and SpringerLink. A total of 226 articles were initially identified, and after the screening and eligibility process, 10 main journal articles published between 2022–2026 were selected for analysis, supported by 17 additional references. The findings indicate that organizational factors such as perceived organizational support, workload, leadership, organizational culture, and quiet firing significantly influence employee well-being and quiet quitting behavior. Personal factors including psychological capital, motivation, emotional intelligence, and resilience also affect employees’ ability to manage stress and maintain work engagement. The study further reveals that employee well-being plays an important mediating role between organizational and personal factors and quiet quitting behavior. Employees with positive well-being tend to demonstrate stronger commitment, higher engagement, and better emotional attachment to their work. The study highlights the importance of supportive organizational practices and psychological resources in reducing quiet quitting behavior and improving employee well-being in the workplace.
Co-Authors Asyip Abdul Mu’iz Annasihi Yohanes Rico Ananda Putra