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All Journal Sosiohumaniora Daya Saing : Jurnal Ilmu Manajemen IKRA-ITH EKONOMIKA Almana : Jurnal Manajemen dan Bisnis Syntax Idea Dinasti International Journal of Education Management and Social Science Dinasti International Journal of Digital Business Management Jurnal Scientia Transformasi Manageria: Journal of Islamic Education Management JEMSI (Jurnal Ekonomi, Manajemen, dan Akuntansi) Journal of Artificial Intelligence and Digital Business Eduvest - Journal of Universal Studies Indonesian Journal of Multidisciplinary on Social and Technology Mutiara : Jurnal Ilmiah Multidisiplin Indonesia AMNESIA (JURNAL MANAJEMEN SUMBER DAYA MANUSIA) Journal of Business and Management Inaba Journal Integration of Management Studies JURNAL RUMPUN MANAJEMEN DAN EKONOMI Journal of Business Economics and Management Greenation International Journal of Tourism and Management Jurnal Ekonomi dan Bisnis Indonesian Journal of Innovation Multidisipliner Research Menulis: Jurnal Penelitian Nusantara JAMARI : Jurnal Pengabdian Masyarakat Mandiri JAMARI : Jurnal Pengabdian Masyarakat Mandiri
Gurawan Dayona Ismail
Universitas Indonesia Membangun
Religion Aerospace Engineering Agriculture, Biological Sciences & Forestry Arts Humanities Automotive Engineering Chemical Engineering, Chemistry & Bioengineering Chemistry Civil Engineering, Building, Construction & Architecture Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Electrical & Electronics Engineering Engineering Health Professions Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Mathematics Neuroscience Social Sciences Other

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The Effect of Motivation and Competence on Employee Performance with Job Satisfaction as a Mediating Variable (Case Study at The Cidadap District Office of Bandung City) Firma Agustin Dwi Admaja; Salsa Billa Putri Yuningsih; Gurawan Dayona Ismail; Nunung Ayu Sofiati; Riyandi Nur Sumawidjaja
Dinasti International Journal of Education Management and Social Science Vol. 7 No. 1 (2025): Dinasti International Journal of Education Management and Social Science (Octob
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijemss.v7i1.5346

Abstract

This study aims to analyze the influence of motivation and competence on employee performance directly and indirectly through job satisfaction as a mediating variable at the Cidadap Subdistrict Office in Bandung City. The research employs a quantitative approach and utilizes survey data collected from 52 employees through structured questionnaires measured on a Likert scale. Data analysis is conducted using Structural Equation Modeling with Partial Least Squares (SEM-PLS) to evaluate measurement validity, reliability, and the hypothesized relationships. The findings reveal that motivation significantly affects employee performance both directly and through job satisfaction. Competence influences job satisfaction positively and substantially but does not have a direct significant impact on performance. Job satisfaction serves as a critical mediator enhancing the relationship between motivation and competence toward performance. The results highlight that fostering motivation and developing competence with supportive job satisfaction mechanisms are essential strategies for improving employee outcomes in public sector institutions. This research provides practical implications for management in promoting effective human resource development and enhancing service quality in local government offices.
A Literature Review On Turnover Intention Analysis: The Effect Of Leadership Style, Compensation, and Work Environment Gurawan Dayona Ismail; Lia Agustianti Ghemy
Journal of Business and Management Inaba Vol. 5 No. 1 (2026): Volume 5 Number 1, June 2026
Publisher : Universitas Indonesia Membangun (Inaba)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56956/jbmi.v5i1.521

Abstract

Employee turnover intention remains a persistent challenge for organizational sustainability, yet recent studies often examine leadership style, compensation, and work environment in isolation rather than in an integrated framework. This literature review seeks to address this gap by synthesizing findings from fifteen peer-reviewed articles published between 2022 and 2025. A systematic review approach was employed, with inclusion criteria focusing on empirical studies that explicitly analyzed the three variables in relation to turnover intention. The synthesis reveals consistent patterns: authoritarian leadership tends to heighten turnover intention, while transformational, participative, and supportive leadership styles mitigate it; compensation fairness and adequacy are repeatedly linked to reduced turnover intention; and positive work environments characterized by inclusivity, safety, and work–life balance foster retention, whereas stressful or unsupportive climates intensify turnover risks. Notably, several studies highlight tensions between compensation adequacy and leadership style, suggesting that supportive leadership may partially offset compensation dissatisfaction. By integrating these variables, the review contributes theoretically by clarifying how leadership, compensation, and environment interact as complementary retention mechanisms, and practically by underscoring the need for holistic HRM (Human Resource Management) strategies that combine leadership development, equitable compensation systems, and supportive workplace cultures
Pengaruh Budaya Organisasi Dan Pemberian Insentif Terhadap Turnover Intention Pada Cv. Bio Cipta Mandiri Nadia Aulia Melenia; Ridlwan Muttaqin; Gurawan Dayona Ismail
Indonesian Journal of Multidisciplinary on Social and Technology Vol. 4 No. 2 (2026): Maret - Juni
Publisher : PT Ilmu Data Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.69693/ijmst.v4i2.8821

Abstract

Penelitian ini didorong oleh peran krusial sumber daya manusia sebagai penggerak utama dalam mencapai tujuan organisasi,di mana stabilitas dan kinerja karyawan sangat ditentukan oleh faktor-faktor internal perusahaan. Fokus utama penelitian ini adalah untuk menganalisis pengaruh Budaya Organisasi dan Pemberian Insentif terhadap Turnover Intention pada karyawan CV. Bio Cipta Mandiri Bandung. Hal ini dilatarbelakangi oleh fenomena peningkatan Turnover Intention yang tajam, dari 11,6% pada 2023 menjadi 28,2% pada 2025, yang mengindikasikan adanya masalah pada komitmen dan loyalitas karyawan. Hasil penelitian menunjukkan bahwa Budaya Organisasi memiliki hubungan yang kuat dan signifikan terhadap Turnover Intention, selain itu Budaya Organisasi dan Pemberian Insentif juga mempunyai hubungan yang signifikan satu sama lain, di mana temuan ini menunjukkan bahwa Budaya Organisasi dan Pemberian Insentif berperan penting dalam meningkatkan maupun menurunkan Turnover Intention, sehingga dengan Budaya Organisasi yang baik serta Pemberian Insentif yang tepat, Turnover Intention dapat menurun secara optimal. Kesimpulannya, peningkatan Budaya Organisasi dan Pemberian Insentif yang tepat sangat diperlukan untuk menurunkan Turnover Intention Pada CV. Bio Cipta Mandiri.Kata kunci: Budaya Organisasi, Pemberian Insentif, Turnover Intention
The Influence Of Training, Competence, And Leadership On Lecturer Career Development Through Work Motivation As An Intervening Variable Reza Jordan; Gurawan Dayona Ismail; Nunung Ayu Sofiati; Mochammad Mukti Ali; Yoyo Sudaryo
Eduvest - Journal of Universal Studies Vol. 5 No. 8 (2025): Eduvest - Journal of Universal Studies
Publisher : Green Publisher Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59188/eduvest.v5i8.51613

Abstract

The results of the study indicate that training has an effect on work motivation. The original sample value for variable X1 (training) on Y (work motivation) is 1.14, with a t-statistic of 13.524 and p-values of 0.000, which is smaller than the significance level, indicating a positive and significant influence between variable X1 (training) and Y (work motivation). The original sample value implies that better and higher training leads to better and higher work motivation. Furthermore, competence influences work motivation. The original sample value for variable X2 (competence) on Y (work motivation) is -0.177, with a t-statistic of 2.593 and p-values of 0.01, which is smaller than the significance level, indicating a non-positive but significant influence of variable X2 (competence) on Y (work motivation). Leadership influences work motivation. The original sample value for variable X3 (leadership) on Y (work motivation) is 0.03, with a t-statistic of 0.771 and p-values of 0.441, which is smaller than the significance level, indicating a positive and significant influence of variable X3 (leadership) on Y (work motivation). The original sample value implies that better and higher leadership leads to better and higher work motivation. Subsequently, work motivation influences career development. The original sample value for variable Y (work motivation) on Z (career development) is 0.348, with a t-statistic of 1.645 and p-values of 0.1, which is smaller than the significance level, indicating a positive and significant influence of variable Y (work motivation) on Z (career development).
The Effect Of Training, Competence, And Leadership On Job Satisfaction With Career Development As An Intervening Variable At Xyz Hospital Kartika Bunga Fajar; Gurawan Dayona Ismail; Nunung Ayu Sofiati; Mochammad Mukti Ali; Yoyo Sudaryo
Eduvest - Journal of Universal Studies Vol. 5 No. 8 (2025): Eduvest - Journal of Universal Studies
Publisher : Green Publisher Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59188/eduvest.v5i8.51804

Abstract

This study aims to examine the influence of training, competence, and leadership on career development, with job satisfaction acting as a mediating variable. The research uses a quantitative approach with a sample of 100 employees, analyzed using multiple linear regression and path analysis. Data were collected through a structured questionnaire, and the classical assumption tests confirmed that the regression model met the requirements of normality, no multicollinearity, and no heteroscedasticity. The results show that training, competence, and leadership have a positive and significant direct effect on both job satisfaction and career development. In addition, job satisfaction also has a significant direct impact on career development, making it a strong mediating variable. The coefficient of determination (R² = 0.648) indicates that 64.8% of the variation in career development is explained by the variables of training, competence, leadership, and job satisfaction. The Sobel test results further confirm that job satisfaction mediates the relationship between the independent variables and career development. These findings suggest that organizations should focus on improving employee training, enhancing competencies, and strengthening leadership practices, as well as maintaining high job satisfaction, to effectively support employees’ career advancement.
The Influence of Work Discipline, Motivation, Competence, and Work Environment on Work Productivity Johannes Triestanto; Gurawan Dayona Ismail; Nunung Ayu Sofianti (Efi); Yoyo Sudaryo; Riyandi Nur Sumawidjaja
Eduvest - Journal of Universal Studies Vol. 6 No. 2 (2026): Eduvest - Journal of Universal Studies
Publisher : Green Publisher Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59188/eduvest.v6i2.52436

Abstract

Work productivity is one of the most important aspects of an organization. It refers to the results of employees’ work within a certain period, carried out effectively and efficiently by considering the resources used to perform their tasks. This study aims to empirically test and analyze the influence of work discipline, motivation, competence, and work environment on work productivity, both partially and simultaneously. The method used in this study is a quantitative research method with a descriptive and verification approach. The data sources consist of primary and secondary data. Data collection techniques used include interviews, questionnaires, observations, and library research conducted both online and offline. The population in this study includes all 36 employees; therefore, the sampling technique applied is a census sample or total sampling. The analytical tool used is SPSS version 25. The validity and reliability of the data were assessed through validity and reliability tests, classical assumption tests, and data analysis techniques such as multiple linear regression, correlation, and coefficient of determination analyses. Hypothesis testing was conducted using the t-test (partial) and F-test (simultaneous). The results of this study indicate that work discipline, motivation, competence, and work environment have a positive and significant effect on work productivity, both partially and simultaneously, with a contribution of 93.3%, while the remaining 6.7% is influenced by other variables not examined in this study.
The Influence of AI Technology on Employee Engagement Ryan Marshal Fauzy; Gurawan Dayona Ismail; Nunung Ayu Sofiati (Efi); Yoyo Sudaryo; Dadan Abdul Aziz Mubarok
Eduvest - Journal of Universal Studies Vol. 6 No. 2 (2026): Eduvest - Journal of Universal Studies
Publisher : Green Publisher Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59188/eduvest.v6i2.52437

Abstract

This study aims to analyze the influence of the use of AI HR Chatbot, technology adaptation, and AI-based performance appraisal systems on employee engagement with internal communication effectiveness as an intervening variable among employees at Bank Banten Head Office. The research background is based on the phenomenon of decreased employee performance and the adaptation challenges to the digital transformation being carried out by the company. The use of Artificial Intelligence (AI) based technology in human resource management is expected to increase the effectiveness of internal communication, appraisal transparency, and employee involvement in the organization6. The research method used is a quantitative approach with data collection through questionnaires distributed to employees at Bank Banten Head Office. Data analysis was performed using path analysis technique to test the direct and indirect relationships between variables8. The results show that the use of AI HR Chatbot, technology adaptation, and AI-based performance appraisal systems have a positive and significant influence on employee engagement, both directly and through internal communication effectiveness as a mediating variable9. Internal communication effectiveness is proven to strengthen the relationship between AI-based technology and the level of employee involvement. The conclusion of this study confirms the importance of integrating AI technology into the human resource management system supported by effective internal communication to enhance emotional attachment, motivation, and employee performance. The practical implication of this research is the need for a human-centered digitalization strategy and transparent communication policies so that the implementation of AI in the workplace can run optimally.
The Influence of Organizational Culture, Work Environment, and Leadership Style on Work Motivation and its Impact on Job Satisfaction of Generation Z Civil Apparatus (ASN) in the Bandung Regency Government Reni Rahmawati; Gurawan Dayona Ismail; Nunung Ayu Sofianti; Yoyo Sudaryo; Andre Suryaningprang
Eduvest - Journal of Universal Studies Vol. 6 No. 2 (2026): Eduvest - Journal of Universal Studies
Publisher : Green Publisher Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59188/eduvest.v6i2.52518

Abstract

The research background is based on the conditions of Generation Z entering the workforce and their distinct work expectations. This study aims to analyze the influence of Organizational Culture, Work Environment, and Leadership Style on Work Motivation and their impact on the Job Satisfaction of Generation Z Aparatur Sipil Negara (ASN) in the Bandung Regency Government. The research method employs a descriptive and verification approach, utilizing questionnaires for data collection and Structural Equation Modeling (SEM) for analysis. The findings indicate that Organizational Culture, Work Environment, and Leadership Style have a positive and significant effect on Work Motivation. Directly, Organizational Culture and Leadership Style significantly influence Job Satisfaction, whereas Work Environment does not have a significant effect. Work Motivation is shown to have the most dominant influence on Job Satisfaction and acts as a mediator in the relationship between Organizational Culture and Job Satisfaction, but does not mediate the influence of Work Environment and Leadership Style on Job Satisfaction. Overall, the study highlights the importance of strengthening organizational culture, promoting adaptive leadership, and enhancing motivational aspects to support the job satisfaction of Generation Z civil servants in facing bureaucratic transformation.
The Effect Of Digital Competence On Employee Performance Through Artificial Intelligence Adaptation As An Intervening Variable Muhamad Maulana; Gurawan Dayona Ismail; Nunung Ayu Sofianti (Efi); Yoyo Sudaryo; Asti Nur Aryanti
Eduvest - Journal of Universal Studies Vol. 6 No. 2 (2026): Eduvest - Journal of Universal Studies
Publisher : Green Publisher Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59188/eduvest.v6i2.52588

Abstract

This study aims to analyze the effect of Digital Competence, Technology Readiness, and Leadership Style on Employee Performance through the adaptation of Artificial Intelligence (AI) among employees at PT Sewangi Alam Nusantara. The study is motivated by the need to improve employee effectiveness, efficiency,and work quality in the digital era, where digital literacy,readiness of technological infrastructure, and adaptive leadership are key factors supporting adaptation to AI-based innovations. The research employed a quantitative approach with data collected through questionnaires distributed to 102 employees. Data analysis was conducted using Structural Equation Modeling (SEM)via Smart PLS 3.0 to examine both direct and indirect relationships among variables. The results indicate that Digital Competence (path coefficient = 1.740), Technology Readiness (2.731), and Leadership Style (1.844) positively affect Employee Performance. These three variables also contribute positively to AI Adaptation (0.534; 0.834; 1.063), which significantly mediates the improvement in employee performance (0.423), resulting in a total mediated effect of 0.917. The study concludes that a combination of digital competence, technology readiness, and adaptive leadership, reinforced by AI adoption, is a critical factor in enhancing employee productivity and performance. Practical implications include the need for digital literacy development, upgrading technological infrastructure,and applying leadership styles that support digital transformation to ensure optimal AI implementation in the workplace.
Implementation of the Political Marketing Mix and Electronic Word of Mouth in the 2024 Regional Head Election of Karawang Regency Naufal Alip Putra Setiawan; Mochammad Mukti Ali; Nunung Ayu Sofiati; Gurawan Dayona Ismail; Anggono Raras Tirto Sakti
Eduvest - Journal of Universal Studies Vol. 6 No. 1 (2026): Eduvest - Journal of Universal Studies
Publisher : Green Publisher Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59188/eduvest.v6i1.52779

Abstract

This study aims to analyze the influence of the Political Marketing Mix on Electronic Word-of-Mouth (E-WoM) and Voting Decision, as well as the mediating role of E-WoM in the 2024 Regional Head Election of Karawang Regency. The research adopts a quantitative approach using Structural Equation Modeling (SEM) with SmartPLS 4.1.1.4. Data were collected from 200 respondents who participated in the 2024 Karawang local election through an online questionnaire using a five-point Likert scale. The findings indicate that most elements of the political marketing mix product, price, place, promotion, people, and process have a positive and significant effect on E-WoM, while physical evidence does not show a significant influence. Furthermore, all elements of the political marketing mix positively and significantly affect voting decision. E-WoM is proven to have a direct positive effect on voting decision and serves as a mediating variable that strengthens the relationship between most political marketing mix elements and voting decision, except for physical evidence. These results demonstrate that voter behavior is shaped by a complex interaction of rational, emotional, and social factors, and highlight the strategic importance of digital communication and peer-to-peer information sharing in modern political campaigns. The study contributes theoretically to the development of political marketing literature in local democratic contexts and provides practical insights for political actors in designing more effective and participatory campaign strategies in the digital era.
Co-Authors Ade Salman Alfarisi Agung Alam Rachmadika Alvin Ikhsan Cahyadi Amal Fazri Nur Ridwan Andre Suryaningprang Andre Suyaningprang Anggono Raras Tirto Sakti Anggono Raras Tirto Sakti Ardinal Djalil Arie Hendra Saputro Arief Yulianto Aris Setiyani Asep Rinda Kramawijaya Asep Rinda Kramawijaya Asti Nur Aryanti Aziz, Dadan Abdul Azka Qisthiya Putri Dadan Abdul Aziz Dadan Abdul Aziz Dadan Abdul Aziz Mubarok Dadan Abdul Aziz Mubarok Dayan Hakim Natigor Diah Febriyanti Diki Wahyu Nugraha Doni Zaelani Erna Herlinawati Fanji Wijaya Fina Fahrina Fahrunisa Firma Agustin Dwi Admaja Garnasadya, Gaffar Heni Herlina Indira Salsabilla Iqbal Insanul Kamil Irving Ignatius Paul Luntungan Johannes Triestanto Kartika Bunga Fajar Kirani Deniar Lia Agustianti Ghemy Luska Lusyana Sari Mariyuana Abdussamad Ali Marshanda Candela Maulidya Mohammad Daffa Nugraha Muhamad Maulana Muhamad Wahyu Wicaksono Mukti Ali, Mochammad Muttaqin, Ridlwan Nadia Aulia Melenia Naufal Alip Putra Setiawan Nazaruddin_Nazaruddin Niken Annisa Zulkarnaen Nunung Ayu Sofianti Nunung Ayu Sofianti (Efi) Nunung Ayu Sofiati (Efi) Nuradina, Kartika Nurlaela, Ika Palupi Permata Rahmi Prasetiyo, Wildan Guretno Purnama Safril Hudya Putri Amalia Rama Chandra Jaya Recky Recky Recky Recky, Recky Reni Rahmawati Reza Jordan Reza Maulana Ridlwan Muttaqin Rifqi Farisan Akbar Rima Nurul Afifah Riyadi Nur Sumawidjaya Riyandi Nur Sumawidjaja Riyandi Nur Sumawidjaja Riyandi Nur Sumawidjaja Riyandi Nur Sumawidjaja Rizki Fathurrahman Septian Ryan Marshal Fauzy Salsa Billa Putri Yuningsih Siddiq, Andhika Mochamad Siti Susanti Sofiandi_Sofiandi Sonia Chandra Utami Supiyadi, Dedi Ulfah Albirru Roihan Windy Anisa Putri Wulandari Gunawan Yordan Kalos Yosi Josiva Yoyo Sudaryo