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Peran Mediasi LMX terhadap Pengaruh Organizational Climate dan Trust terhadap Knowledge Sharing dalam Pengembangan Kompetensi Teknis Marhaeni, Karantina; Ardiyanti, Niken
Jurnal Manajemen dan Usahawan Indonesia Vol. 43, No. 2
Publisher : UI Scholars Hub

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The purpose of this research is to examine the influence of organizational climate, trust and leader-member exchange (LMX) on knowledge sharing, as well as the mediating role of LMX on the impact of organizational climate and trust on knowledge sharing. The research was conducted on operators and technicians as participants in the accelerated competency development program in an oil and gas refinery business. This research was an applied analytical research using an empirical approach with a mixed – method data collection technique between quantitative using a questionnaire and qualitative using an open questionnaire. Data were collected from 419 respondents or represent about ten percent of the randomly selected population. Meanwhile, open questionnaires were distributed to program managers and users. Data was analysed using structural equation modeling (SEM). The findings showed that Fairness and Cognitive Trust had significant effect on knowledge sharing. Meanwhile Affiliation and CognitiveTrust did not fully had significant effect on knowledge sharing. LMX had significant influence on knowledge sharing directly, but MLX did not fully mediate the influence of organizational climate and trust on knowledge sharing. It is expected that this research could be referred by management and HR practitioners in managing knowledge, especially in the process of developing technical competencies especially in the field of oil and gas refinery business.

Pengaruh Ethical Leadership Terhadap Affective Commitment Dan Job Satisfaction yang Dimediasi Oleh Psychological Empowerment Inesia, Dwi; Ardiyanti, Niken
Jurnal Manajemen dan Usahawan Indonesia Vol. 44, No. 2
Publisher : UI Scholars Hub

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This study discusses the effect of Ethical Leadership on Affective commitment and Job Satisfaction which’s mediated by Psychological Empowerment. Respondents of this study were 217 State Civil Servants in the DKI Jakarta area Hypothesis testing using Lisrel’s Structural Equation Model (SEM) 8.5 method. Hypothesis test result show that Ethical Leadership has a direct positive effect, both on Affective Commitment (SLF 0,25 and T-Value 2,53), and on Job Stisfaction (SLF 0,26 and T-Value 2,61). Psychologcal Empowerment partially mediateds the effect between Ethical Leadership and Af- fective Commitment (total effect value 0,8393). Psychologcal Empowerment also partially mediateds the effect between Ethical Leadership and Job Satisfaction (total effect value 0,8742). This shows that Psychological Empowerment in Affective Commitment and Job Satisfaction is vital enough to increase the positive impact on Affective Commitment and Job Satisfaction State Civil Servants in the DKI Jakarta area. Although Ethical Leadership also has direct effect, however, when using indirect effect the result will be stronger.

Servant Leadership's Impact on Adaptive Performance in Indonesian Tech Companies: How Work Engagement and Trust in Leaders Play a Role Utami, Ayu Rizky; Ardiyanti, Niken
The Asian Journal of Technology Management (AJTM) Vol. 16 No. 2 (2023)
Publisher : Unit Research and Knowledge, School of Business and Management, Institut Teknologi Bandung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.12695/ajtm.2023.16.2.3

Abstract. Numerous technology-based companies have emerged in Indonesia due to the rapid growth of the technology sector over the last decades. Employees are required to be more adaptive to help the company succeed. Identifying which factors affect employees to adapt in a dynamic and competitive industry is essential. However, study related to adaptive performance affected by servant leadership among technology companies’ employees is still limited, particularly in Indonesia. Thus, this research is expected to contribute by providing new knowledge and literature for academics, especially in the field of human resources, as well as other areas related to employee performance, leadership, work engagement, and trust in leaders. Using the structural equation model with Lisrel 8.8 version, we provide the linkages on how work engagement and trust in leaders mediate the effect of servant leadership on adaptive performance of technology companies’ employees in Indonesia. The data (N=333) was collected from employees working in Indonesia’s technology sector such as financial technology, e-commerce, online transportation and food delivery, online travel, and so forth. Our findings showed that servant leadership has a significant and positive effect on adaptive performance through work engagement. However, trust in leaders does not have a positive mediating effect. Thus, it is important for management in the company to encourage the implementation of servant leadership and assess employees’ work engagement on a timely basis to boost employees’ adaptive performance. Keywords: Adaptive performance, servant leadership, technology companies, trust in leader, work engagement

Developing Innovative Work Behavior in Retail E-Commerce Workers: Investigating the Effects of High-Performance Work Systems and Other Mediating Variables Said, Muhammad Farras; Ardiyanti, Niken
The Asian Journal of Technology Management (AJTM) Vol. 17 No. 2 (2024)
Publisher : Unit Research and Knowledge, School of Business and Management, Institut Teknologi Bandung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.12695/ajtm.2024.17.2.1

Abstract. The e-commerce industry is considered a key driver of the digital economy in Indonesia. Therefore, the progress and sustainability of companies in the e-commerce industry, particularly in e-commerce retail, are of great importance. Fostering innovative behavior among employees in e-commerce retail companies is crucial. Hence, this research investigates the influence of high-performance work systems (HPWS) on innovative work behavior (IWB) in employees, and how psychological capital (PsyCap) and work engagement mediate this relationship. This study utilizes covariance-based structural equation modeling (CB-SEM) to analyze direct and mediating effects on IWB. The research findings indicate that there is a simultaneous (t-value = 4.4) and separate mediating influence of PsyCap (t-value = 5.87) and Work Engagement (t-value = 3.67) on the relationship between HPWS and IWB. The direct impact of HPWS on IWB is also significant (t-value = 1.70). This study provides practical insights for management to cultivate innovative behavior among employees through recommended HPWS practices, and how individual factors may explain the effect of HPWS in cultivating IWB. Additionally, it offers an overview of the flow of influence from HPWS to IWB, which can provide further research opportunities in the IWB development field. Keywords: HPWS, IWB, PsyCap, Work Engagement, e-commerce

The Mediating Effects of Organizational Commitment and Job Satisfaction on Perceived Organizational Support Effects Toward Employee Performance of Account Officer in Indonesia Hidayat, Deva; Ardiyanti, Niken
Jurnal Manajemen (Edisi Elektronik) Vol. 16 No. 1 (2025): Jurnal Manajemen (Edisi Elektronik)
Publisher : UPT Jurnal & Publikasi Ilmiah SPs Universitas Ibn Khaldun Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32832/jm-uika.v16i1.18547

Employee performance is one of the factors that has attracted at-tention in the banking industry. The finance-to-deposit ratio of the banking industry in Indonesia has been growing since 2023. How-ever, along with that growth, the number of nonperforming loans also keeps rising. Moreover, the MSME credit portion hasn’t reached the targeted point of 30%. Account Officers play a vital role in the micro and MSME segment distribution. Data is collect-ed from 381 bank account officers. This study aims to examine the effects of perceived organizational support on job satisfaction, organizational commitment, and employee performance. A partial mediating effect of organizational commitment and job satisfaction was also found in the relationship between perceived organiza-tional commitment and employee performance. The result of this research is that it gives insight into how banking companies are able to improve employee performance.

The Impact of Human Resource Aspects in Supporting Readiness for Change Widyastuti, Fransiska; Ardiyanti, Niken
Jurnal Aplikasi Manajemen Vol. 22 No. 1 (2024)
Publisher : Universitas Brawijaya, Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21776/ub.jam.2024.022.01.10

In this modern era, all organizations experience challenges due to environmental uncertainty. Readiness to change is an important thing that must be considered by companies when implementing change management. The aspects of human resources that affect readiness to change are employee engagement, organizational justice, and perceived organizational support. This study aimed to identify and analyze the impact of employee involvement and resistance to change on readiness to change, with organizational support as a mediating variable in change management. This research uses the SEM (Structural Equation Modeling) method with the entire population of PT PLN E. The sampling technique used is purposive sampling, with a total sample size of 250 employees. The results show that employee engagement has a positive and significant effect on perceived organizational support and readiness for change, with or without making the variable perceived organizational support a mediator. In addition, the Organizational Justice variable also has a positive and significant effect on perceived organizational support and readiness for change, with or without making perceived organizational support a mediating variable. Then the last variable, perceived organizational support, has a positive and significant effect on the readiness for change variable. If the company is able to create job satisfaction, provide skill development, establish effective communication, strengthen a positive outlook, and build confidence in success, Then success in increasing employee readiness will contribute to the successful implementation of change and achieve better organizational goals.

The Effect of Perceived Organizational Support on Intention to Stay Mediated by Employee Engagement and Job Satisfaction Pithaloka, Dyah Ayu; Ardiyanti, Niken
Jurnal Aplikasi Manajemen Vol. 22 No. 2 (2024)
Publisher : Universitas Brawijaya, Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21776/ub.jam.2024.022.02.13

Employees have an important role in a business. Employees are human resources employed by companies who play the role of planners, executors, and drivers in determining the performance and sustainability of the company. Organizational support for employees can be an important factor in retaining employees in the company. The main objective of this study was to determine the perceptions of employee organizational support, employee engagement, and the level of job satisfaction on the employee's intention to stay with the organization. The dataset was generated through a quantitative survey of 233 respondents at PT. Yodya Karya (Persero) from March to April 2023, and analyzed using Structural Equation Modelling (SEM). The findings of this research are that there is no significant and positive direct influence between perceived organizational support on employees' intentions to stay at the company, but rather that perceived organizational support has an impact when there are other things that influence employees' intentions to stay at the company through job satisfaction. Job satisfaction also has a big influence on employees' intentions to stay at the company and employee involvement in the company. Thus, Job Satisfaction at the company needs to be increased to increase employee intentions to stay at the company and also Employee Engagement. Therefore, from the results of this research can be seen that Job Satisfaction becomes an important variable in mediating the influence of Perceived Organizational Support and Intention to Stay.

Studi Mediasi Sekuensial: Mitigasi Turnover Intention Pada Tenaga Kerja Subsektor Arsitektur Di Era Transformasi Digital Soraya, Altheannisa Agatha; Ardiyanti, Niken
Jurnal Manajemen dan Usahawan Indonesia Vol. 47, No. 1
Publisher : UI Scholars Hub

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This study aims to analyze the role of resilience, job security, social support, and job satisfaction on turnover intention among 300 workers in the architecture sector in Indonesia. Using Covariance Based Structural Equation Model, this study found that social support and job satisfaction act as mediators in the relationship between resilience and turnover intention. Social support has a positive influence on turnover intention, different from earlier findings, which may be due to the context of the Indonesian architecture sector. This study contributes to the literature by testing the sequential mediating relationships between resilience, social support, job satisfaction, and turnover intention. Practical implications suggest that this model can be tested in other industries with diverse cultures and characteristics, as well as further studying the potential relationship between job security and perceived social support in more dynamic jobs and diverse levels of job security.

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