Articles
<![CDATA[Apakah Work-Life Balance dan Komitmen Afektif Memediasi Praktik Sumber Daya Manusia terhadap Kinerja UMK? ]]>
<![CDATA[Desiana, Putri Mega]]>;
<![CDATA[Cindi, Ramitha Janira]]>
<![CDATA[ Jurnal Manajemen dan Usahawan Indonesia Vol. 43, No. 2 ]]>
Publisher : <![CDATA[UI Scholars Hub ]]>
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<![CDATA[Micro and Small Enterprises (MSEs) have an integral role in Indonesian society's growth and development, especially in the economic sector. This study aims to determine the mediating role of work-life balance and affective commitment to human resource practices and its impact on the performance of MSEs. Similar to large organizations, small organizations also implement HR practices, although they are still very simple, affecting the organization's performance. So far, work-life balance and affective commitment have been widely studied in large organizations and are considered essential in improving organizational performance. However, the role of work-life balance in improving small businesses' performance has not been widely studied. This study was conducted with a total of 134 respondents from MSEs in Jabodetabek. The analysis was carried out using structural equation modeling. Some interesting findings were found, the work-life balance, which usually has a positive effect turns out to have a negative and significant effect on the performance of MSEs. The reason is presumably because MSEs owners must do constant monitoring to continue smooth operational activities and increase organizational performance; hence the time spent in the workplace was increased.]]>
<![CDATA[FUZZY AHP TO PRIORITIZE STRATEGY FOR SOCIAL ENTERPRISES’ SUSTAINABILITY ]]>
<![CDATA[Desiana, Putri Mega]]>;
<![CDATA[Maarif, M. Syamsul]]>;
<![CDATA[Puspitawati, Herien]]>;
<![CDATA[Rachmawati, Riani]]>
<![CDATA[ Journal of Environmental Science and Sustainable Development Vol. 5, No. 1 ]]>
Publisher : <![CDATA[UI Scholars Hub ]]>
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<![CDATA[Social Enterprise (SE) is an exciting phenomenon. Many SEs carry out activities that might be avoided by ordinary businesses pursuing profit but instead become the main targets of SE activities that have a social mission. Thus, building SE sustainability is more difficult because the problems are complex, and most SE is MSME with resource constraints. SE should be able to pick the best strategies, considering their limited resources and changing demand from the ecosystem. This research aims to formulate the priority strategies for SE sustainability. This research employs both qualitative and quantitative research methods. Three key factors and ten elements for the sustainability of SE were derived from the literature study, survey findings, and interviews with SE experts and SE players. Using the Fuzzy AHP method, the choice of strategies is combined with the opinions of experts based on existing factors. The findings are as follows. The top four strategy ranks are innovation, collaboration, and adaptive to the changing needs of society and leveraging their resources. Therefore, this research concludes that innovation should be the priority to achieve the sustainability of SE. The primary strategy must be carried out is collaborative innovation to respond to changing social needs.]]>
<![CDATA[STRIVING FOR EXCELLENCE: STUDY OF READINESS TO ORGANIZATIONAL CHANGE IN THE TAX AUTHORITY OF INDONESIA ]]>
<![CDATA[Hahotan, Siregar Minardo Resky]]>;
<![CDATA[Desiana, Putri Mega]]>
<![CDATA[ Ekonomi dan Bisnis Vol 10 No 2 (2023): EKONOMI DAN BISNIS ]]>
Publisher : <![CDATA[Fakultas Ekonomi dan Bisnis, Universitas Pembangunan Nasional Veteran Jakarta ]]>
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DOI: 10.35590/jeb.v10i2.7188
<![CDATA[The restructuring of organizational structure, along with the improvement of workflow and business processes within the public sector organizations, is conducted to achieve effective and efficient governance. This research utilizes social exchange theory to examine the influence of internal communication satisfaction and perceived organizational support on employee’s readiness to change, mediated by employee engagement to support the renewal of organization in the public sector in Indonesia. The data analysis results from 387 respondents from the Tax Authority employees show that 7 hypotheses have a positive and significant influence, while 3 hypotheses are found to be not significant. The data were gathered via a survey method by sending online questionnaires to the respondents. Using the Lisrel 8.8 program, structural equation modeling (SEM) was used to test the hypotheses.]]>
<![CDATA[ANALYSIS OF FACTORS THAT INFLUENCE THE TURNOVER INTENTION OF LAYOFF SURVIVOR EMPLOYEES ]]>
<![CDATA[Aziz, Rafif Abdul]]>;
<![CDATA[Desiana, Putri Mega]]>
<![CDATA[ JIMFE (Jurnal Ilmiah Manajemen Fakultas Ekonomi) Vol 10, No 1 (2024): Vol 10, No. 1 (2024) ]]>
Publisher : <![CDATA[Universitas Pakuan ]]>
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DOI: 10.34203/jimfe.v10i1.9398
<![CDATA[ABSTRACTThis study aims to analyze the influence of job insecurity and perceived organizational support on turnover intention, with employee involvement as a mediating variable. The research sample is employees who experienced layoffs in the 2021-2023. The research was conducted on 163 people who survived layoffs and worked in technology companies. Data collection is done by filling out questionnaires distributed via Google Forms media. The results of this study indicate that job insecurity and perceptions of organizational support have a direct and significant effect on turnover intentions among employees who survive layoffs. Employee involvement also mediates these two variables with turnover intention. This study is expected to help technology companies deal with remaining employees after layoffs. Companies can reduce the possibility of employees wanting to leave the company by increasing employee enthusiasm.ABSTRAKPenelitian ini bertujuan untuk menganalisis pengaruh job insecurity dan perceived organizational support terhadap turnover intention dengan employee engagement sebagai variabel mediasi. Sampel penelitian adalah karyawan yang tidak mengalami pemutusan hubungan kerja pada periode tahun 2021-2023. Riset dilakukan terhadap 163 layoff survivor yang bekerja di perusahaan teknologi. Pengumpulan data melalui pengisian kuesioner yang disebarkan melalui media Google Forms. Hasil penelitian ini menunjukkan bahwa job insecurity dan perceived organization support berpengaruh langsung dan signifikan terhadap turnover intention pada karyawan yang selamat dari layoff. Employee engagement juga mampu memediasi kedua variabel tersebut dengan turnover intention. Studi ini diharapkan dapat membantu perusahaan teknologi untuk menangani karyawan yang tersisa setelah terjadi pemutusan hubungan kerja. Perusahaan dapat mengurangi kemungkinan karyawan ingin keluar dari perusahaan dengan cara meningkatkan semangat karyawan dalam bekerja.]]>
<![CDATA[Human Resource Management Practices and Job Performance Under Investigation: Mediating Role of Job Satisfaction and Employee Value Proposition ]]>
<![CDATA[Kurniawan, Harisnu]]>;
<![CDATA[Desiana, Putri Mega]]>
<![CDATA[ Jurnal Manajemen Teori dan Terapan| Journal of Theoretical and Applied Management Vol. 17 No. 2 (2024) ]]>
Publisher : <![CDATA[Universitas Airlangga ]]>
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DOI: 10.20473/jmtt.v17i2.53161
<![CDATA[Objective: This study investigates the influence of human resource management practices on job performance by mediating job satisfaction and employee value proposition among state-owned enterprise company employees. Design/Methods/Approach: This study was analyzed using an explanatory research approach with quantitative data collected through structured questionnaires involving 396 employees. Path Analysis was employed to investigate the research data using the Structural Equation Model and LISREL as statistical data processing tools. Findings: The results show that human resource management practices do not directly, positively, and significantly impact job performance in the company. However, the findings indicate a significant favorable influence of Human Resource Management Practices on Job Performance by mediating Job Satisfaction and Employee Value Proposition. Originality/Value: The existing literature highlights the unclear relationship between Human Resource Management Practices and Job Performance, often resembling a 'black box,' emphasizing the necessity to identify mediating variables operating through unexplained mechanisms. This study contributes to the existing literature by investigating the mediation role of employee value proposition alongside job satisfaction and explaining the relationship between human resource management practices and job performance in a state-owned enterprise. Practical/Policy implication: The state-owned enterprise company is advised to improve job satisfaction and perceived employee value proposition to increase job performance. Specifically, the state-owned enterprise company should improve its human resource management practices by providing better job stability and competitive salaries and incentives.]]>
<![CDATA[Predicting Gen Z’s Intention to Stay: The Role of Workplace Fun, Psychological Capital, and Work Engagement ]]>
<![CDATA[Mufidawati, Handwita]]>;
<![CDATA[Desiana, Putri Mega]]>
<![CDATA[ Jurnal Manajemen Teori dan Terapan| Journal of Theoretical and Applied Management Vol. 17 No. 3 (2024) ]]>
Publisher : <![CDATA[Universitas Airlangga ]]>
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DOI: 10.20473/jmtt.v17i3.57273
<![CDATA[Objective: This study aims to investigate the influence of workplace fun and psychological capital on Gen Z employees' intention to stay, and investigate the role of work engagement as a mediator in the relationship between the proposed variables. Design/Methods/Approach: Purposive sampling was used in this study. Data were obtained through an online survey distributed cross-sectionally, and 341 Gen Z employees working in Jabodetabek participated. The relationship between variables was analyzed through structural equation modeling (SEM) using Lisrel 8.51. Findings: The findings in this study show that workplace fun, psychological capital, and work engagement have a direct positive effect on intention to stay. Workplace fun and psychological capital also have a direct positive impact on work engagement. Furthermore, work engagement partially mediates the relationship between workplace fun and intention to stay, as well as psychological capital and intention to stay. Originality/Value: This research enriches the study of Gen Z in the workplace, focusing on the factors influencing Gen Z employees to stay. Furthermore, all industries and businesses from various sectors face the arrival of Gen Z, who will gradually become the primary workforce. The findings of this study extend the study of Gen Z employees within the scope of organizations from various sectors. Practical/Policy implication: Managers and organizations must foster a positive work environment with workplace fun to encourage Gen Z employees' willingness to stay. Furthermore, organizations must design appropriate ways to cultivate and preserve Gen Z employees' psychological capital and work engagement levels. This can be accomplished by offering innovative training and development, advancing career prospects, and involving Gen Z employees in achieving organizational objectives.]]>
<![CDATA[The Effect of Job Flexibility and Job Burnout on Turnover Intention ]]>
<![CDATA[Thoyibah, Vike Mawadathan]]>;
<![CDATA[Desiana, Putri Mega]]>
<![CDATA[ JPEK: Jurnal Pendidikan Ekonomi dan Kewirausahaan Vol 8 No 3 (2024): JPEK (Jurnal Pendidikan Ekonomi dan Kewirausahaan) ]]>
Publisher : <![CDATA[Universitas Hamzanwadi ]]>
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DOI: 10.29408/jpek.v8i3.29039
<![CDATA[Job flexibility and job burnout are one of the reasons why employees choose to resign from the workplace which ultimately causes turnover in the company. This study aims to test, analyze, and prove the effect of job flexibility and job burnout on employee satisfaction and its relationship with turnover in startup companies. This study method applied quantitative research design. The data were collected through electronic surveys addressed to 155 startup employees who get job flexibility from the company. The results showed that job flexibility has a positive effect on job satisfaction and a negative effect on turnover intention. Then, job burnout has a negative effect on job satisfaction and a positive effect on turnover intention. In addition, job satisfaction can mediate job flexibility and job burnout on turnover intention]]>
<![CDATA[The role of knowledge management in the impact of leadership and culture on employee performance ]]>
<![CDATA[Sopyan, Hisma Yuliet Abu]]>;
<![CDATA[Desiana, Putri Mega]]>
<![CDATA[ Jurnal Ekonomi dan Bisnis Vol. 28 No. 1 (2025) ]]>
Publisher : <![CDATA[Fakultas Ekonomika dan Bisnis Universitas Kristen Satya Wacana ]]>
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DOI: 10.24914/jeb.v28i1.12648
<![CDATA[Studi ini mengeksplorasi pengaruh kepemimpinan transformasional dan budaya organisasi terhadap kinerja karyawan, dengan fokus pada peran mediasi manajemen pengetahuan di sektor publik. Penelitian yang dilakukan terhadap 840 pegawai negeri sipil di Organisasi Keuangan Pemerintah Indonesia ini menggunakan survei online pada skala Likert 7 poin dan Structural Equation Modeling (SEM) melalui Lisrel 8.8 untuk analisisnya. Temuan menunjukkan bahwa kepemimpinan transformasional berdampak positif terhadap kinerja, seperti halnya budaya organisasi yang mendukung. Manajemen pengetahuan ditemukan berkorelasi positif dengan prestasi kerja dan sepenuhnya memediasi hubungan antara kepemimpinan transformasional, budaya organisasi, dan kinerja karyawan. Temuan penelitian ini menyoroti peran penting kepemimpinan transformasional, budaya organisasi, dan manajemen pengetahuan dalam meningkatkan kinerja pegawai di organisasi keuangan pemerintah.]]>
<![CDATA[The Influence of Transformational Leadership on Job Performance Mediated by Affective Commitment, Work Engagement, and Self-Efficacy (Case Study: Government Procurement Unit) ]]>
<![CDATA[Manurung, Sarah Juliana]]>;
<![CDATA[Desiana, Putri Mega]]>
<![CDATA[ Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 8 No 2 (2025): Sharia Economics ]]>
Publisher : <![CDATA[Sharia Economics Department Universitas KH. Abdul Chalim, Mojokerto ]]>
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DOI: 10.31538/iijse.v8i2.6104
<![CDATA[Public procurement has become a key sector in achieving a Good Procurement Governance Index. As a strategic unit responsible for procurement in ministries, agencies, and local governments in Indonesia, the Government Procurement Unit (UKPBJ) must optimize leadership to achieve its objectives. This study aims to analyze the influence of transformational leadership on job performance by considering the mediating roles of affective commitment, work engagement, and self-efficacy in the context of UKPBJ in ministries and government agencies in Indonesia. This study employs a quantitative approach with a cross-sectional design. Data were collected through questionnaires involving 232 Civil Servants (ASN) and analyzed using Structural Equation Modeling (SEM) with the assistance of LISREL 8.8 and SPSS 25 software. The results indicate that transformational leadership positively affects employee performance both directly and through the mediating roles of affective commitment, work engagement, and self-efficacy. This research provides practical contributions to human resource management policies in the public sector, particularly in optimizing transformational leadership styles to enhance employee performance. Moreover, this study is expected to serve as a reference for implementing leadership training programs and capacity-building initiatives for ASN in UKPBJ, supporting the success of procurement governance in Indonesia.]]>
<![CDATA[The Power of Public Service Motivation as Mediator: Strengthening Servant Leadership and Organizational Culture to Achieve Employee Performance? ]]>
<![CDATA[Mudita, Domas Mifta]]>;
<![CDATA[Desiana, Putri Mega]]>
<![CDATA[ Smart Society Vol 5, No 1 (2025): June (2025) ]]>
Publisher : <![CDATA[FOUNDAE (Foundation of Advanced Education) ]]>
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DOI: 10.58524/smartsociety.v5i1.735
<![CDATA[Public service motivation is fundamental to the essence of public service. It is supported by the role of servant leadership and organizational culture which are promoted by Indonesian government to enhance employee performance. This study aims to determine the influence of public service motivation mediation on employee performance through servant leadership and organizational culture in Government Educational Organizations (GEO). Data collected through online questionnaire distributed cross-sectionally, and 272 employees of GEO located in Jakarta-Bogor-Depok-Tangerang-Bekasi participated. The relationship between variables was analyzed through structural equation modeling (SEM) using SmartPLS 3. This study finds that public service motivation should be developed in order to improve employee performance through the implementation of organizational culture and servant leadership. Combining servant leadership, organizational culture, and public service motivation allows employees to follow the leader in a supportive environment and perform at their highest level, which helps the organization succeed]]>
