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All Journal Jurnal Manajemen Terapan dan Keuangan Jurnal Manajemen Teori dan Terapan Asia-Pacific Management and Business Application Jurnal Ekonomi dan Bisnis Syntax Literate: Jurnal Ilmiah Indonesia JIMFE (Jurnal Ilmiah Manajemen Fakultas Ekonomi) Ekonomi dan Bisnis JPEK (Jurnal Pendidikan Ekonomi dan Kewirausahaan) Journal of Environmental Science and Sustainable Development IIJSE Jurnal Manajemen dan Usahawan Indonesia
Desiana, Putri Mega
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Arts Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Energy Environmental Science Law, Crime, Criminology & Criminal Justice Social Sciences Other

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The Influence of Employer Branding on Intention to Apply, mediated by Organization Reputation and Person-Organization Fit in Generation Z Talent Candidates Jordan, Muhammad Hazel; Desiana, Putri Mega
Syntax Literate Jurnal Ilmiah Indonesia
Publisher : Syntax Corporation

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36418/syntax-literate.v9i11.16381

Abstract

This study aims to examine how employer branding influences intention to apply among potential Generation Z candidates. In practice, research related to employer branding has not been common and studied in more depth, especially on potential Generation Z talent candidates, therefore this study seeks to fill the gap in previous academic literature examining similar topics, In addition, this study also seeks to examine the mediating role of organization reputation and person-organization fit in the influence of employer branding on intention to apply. The sample in this study consisted of 251 final year students and fresh graduates from 10 top universities in Indonesia. Mediation analysis was conducted using structural equation modeling. The findings of this study show that the relationship between employer branding and intention to apply is positive and significant. In addition, empirical evidence also shows the role of organization reputation in increasing the influence of employer branding dimensions on intention to apply. In addition, the results show that organization reputation partially mediates the effect of employer branding on intention to apply, which emphasizes the need to align the dimensions of employer branding with organization reputation in strengthening its effect on intention to apply. Employer branding is important to be a current and future investment priority for employer companies that enable companies to attract top talent, improve organizational reputation and help companies achieve a better position in the job market.
The Influence of Perceived Organizational Support and Transformational Leadership on Readiness for Change: The Mediation Role of Organizational Trust (Study on the Financial Administration Unit) Marnoto, Kurnia Yudo; Desiana, Putri Mega
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 7 No 3 (2024): Sharia Economics
Publisher : Sharia Economics Department Universitas KH. Abdul Chalim, Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v7i3.5129

Abstract

The government plans to move the country's capital from Jakarta to the Archipelago Capital (IKN) in East Kalimantan. This has become a hot topic for research, including research on the impact and risks of transferring IKN to civil servants (PNS) who are transferred to IKN. This study highlights the level of individual readiness in facing the transfer of civil servants to IKN by evaluating the influence of perceived organizational support, transformational leadership, and organizational trust on individual readiness to change. Quantitative research methods through self-administered questionnaires were carried out on 311 employee respondents in the Financial Administration Unit. Hypothesis testing uses the Structural Equation Model with Lisrel 8.8. The research results show that perceived organizational support and transformational leadership have a significant positive effect on readiness for change. Furthermore, organizational trust partially mediates the relationship between perceived organizational support transformational leadership, and readiness for change. This research contributes to the field of human resource management through practical guidance for increasing readiness for change in the context of organizational change, especially the transfer of employees to the Indonesian capital, in public sector organizations.
Crafting Employee Engagement in Public Sector Delayering: From Transparency, Leadership to Trust Khurohman, Akhmad Heni; Desiana, Putri Mega
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 7 No 3 (2024): Sharia Economics
Publisher : Sharia Economics Department Universitas KH. Abdul Chalim, Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v7i3.5393

Abstract

This study is based on the understanding that organizational changes, such as delayering, can influence the level of employee engagement. Previous studies have acknowledged the roles of transparent communication, transformational leadership, and employee organizational trust in enhancing the level of employee engagement. The aim of this study is to analyze the influence of transparent communication and transformational leadership on employee engagement through the mediation of employee organizational trust in the context of organizational change. This study adopts a cross-sectional design with purposive sampling technique. The respondents are the Firstluo-Level Functional PD appointed through the delayering mechanism in the Indonesian Douane Authority. A total of 424 respondent data were collected and further analyzed. Hypothesis testing was conducted using Structural Equation Model with Lisrel 8.8. The results show that transparent communication and transformational leadership have a significant positive effect on employee engagement. Furthermore, employee organizational trust partially mediates the relationship between transparent communication and transformational leadership with employee engagement. This study provides valuable insights for human resource management practitioners, emphasizing the importance of fostering transparent communication, implementing transformational leadership practices, and nurturing organizational trust to effectively enhance employee engagement during organizational change, particularly in the context of delayering within public sector organizations.
The Effect of Implementing Hybrid Work on Work-Life Balance, Job Satisfaction, and Employee Wellbeing Nugroho, Arieko Widyastomo; Desiana, Putri Mega
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 7 No 3 (2024): Sharia Economics
Publisher : Sharia Economics Department Universitas KH. Abdul Chalim, Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v7i3.5399

Abstract

This study aims to analyze the effect of implementing a Hybrid Working Arrangement policy on work-life balance, employee satisfaction, and employee well-being at PT ABC. The methodology used is a quantitative approach, with data collection through a survey distributed to 255 employees of PT ABC. Data analysis was carried out using the Structural Equation Modeling (SEM) method. The results of this study indicate that hybrid working arrangements do not have a significant direct effect on employee well-being. This study also found that there is a direct effect of hybrid working arrangements on well-being through increasing work-life balance and employee satisfaction. These findings provide important insights for the management of PT ABC and other companies in implementing hybrid working policies to improve employee wellbeing.
Unpacking the Evolution of Learning Organization in Public Institutions: Trends, Themes, and Future Directions Mufti, Hafidz; Desiana, Putri Mega
APMBA (Asia Pacific Management and Business Application) Vol. 14 No. 2 (2025)
Publisher : Department of Management, Faculty of Economics and Business, Brawijaya University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21776/ub.apmba.2025.014.02.2

Abstract

This study maps five decades of research on learning organizations (LOs) within public institutions, aiming to trace their conceptual evolution, identify dominant themes, and outline directions for future inquiry. Drawing on 34 peer-reviewed studies published between 1971 and 2025, the analysis integrates bibliometric and thematic synthesis to capture trends in publication, theoretical frameworks, and methodological approaches. The findings indicate a shift from static, one-size-fits-all models toward dynamic, context-sensitive frameworks that interweave leadership, organizational culture, technology, and governance. Studies emphasise that transformational leadership and adaptive learning cultures foster innovation and performance improvement, while digital transformation presents both enablers and constraints for learning processes. Despite the growing diversity of research contexts, the field remains concentrated in high-income countries, with limited evidence from developing economies. Literature calls for more empirical, longitudinal, and cross-regional research capable of contextualising learning organization practices within political, cultural, and digital realities of public administration. The paper concludes by providing an evolutionary mapping of the learning organization literature in public administration that connects knowledge management, digital maturity, and leadership adaptability as critical components of future public-sector learning organizations.
MEMBANGUN DUKUNGAN PERILAKU PERUBAHAN : PENGARUH KOMUNIKASI KEPEMIMPINAN EKSEKUTIF KARISMATIK MELALUI MEDIASI KEPERCAYAAN DAN KETERBUKAAN UNTUK PERUBAHAN Landatama, Gilang; Desiana, Putri Mega
Jurnal Manajemen Terapan dan Keuangan Vol. 15 No. 02 (2026): Jurnal Manajemen Terapan dan Keuangan
Publisher : Program Studi Manajemen Pemerintahan dan Keuangan Daerah Fakultas Ekonomi dan Bisnis Universitas Jambi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22437/jmk.v15i02.55370

Abstract

Abstrak Transformasi organisasi melalui kebijakan tata kelola jabatan fungsional di sektor publik memerlukan dukungan perilaku nyata dari pegawai agar dapat berjalan efektif. Penelitian ini bertujuan untuk menganalisis pengaruh charismatic executive leadership communication terhadap behavioral support for change dengan mediasi trust dan openness to change. Data dikumpulkan melalui kuesioner mandiri terhadap 299 pejabat fungsional di lingkungan Otoritas Douane Indonesia dan dianalisis menggunakan Structural Equation Modeling melalui LISREL 8.8. Hasil penelitian menunjukkan bahwa charismatic executive leadership communication, trust, dan openness to change berpengaruh positif dan signifikan terhadap behavioral support for change. Trust dan openness to change memediasi pengaruh charismatic executive leadership communication terhadap behavioral support for change baik secara mandiri maupun berantai. Temuan ini berkontribusi terhadap pengembangan sumber daya manusia dengan menunjukkan pentingnya komunikasi pimpinan karismatik serta peran mediasi kepercayaan dan keterbukaan mental dalam meningkatkan dukungan perilaku pegawai sektor publik. Kata kunci: charismatic executive leadership communication, trust, openness to change, behavioral support for change, sektor publik
MEMBANGUN COMMITMENT TO CHANGE PADA ORGANISASI SEKTOR PUBLIK: PERAN INCLUSIVE LEADERSHIP, PUBLIC SERVICE MOTIVATION DAN JOB SATISFACTION Ardiyanto, Ferdiantoro; Desiana, Putri Mega
Jurnal Manajemen Terapan dan Keuangan Vol. 15 No. 02 (2026): Jurnal Manajemen Terapan dan Keuangan
Publisher : Program Studi Manajemen Pemerintahan dan Keuangan Daerah Fakultas Ekonomi dan Bisnis Universitas Jambi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22437/jmk.v15i02.55548

Abstract

Abstrak Transformasi digital yang diimplementasikan di Organisasi Keuangan Pemerintah menuntut komitmen serta dukungan pegawai dalam menghadapi perubahan organisasi. Dalam konteks tersebut, commitment to change menjadi faktor kunci yang menentukan keberhasilan implementasi perubahan. Penelitian ini bertujuan untuk mengkaji pengaruh inclusive leadership dan public service motivation terhadap commitment to change, dengan peran mediasi job satisfaction. Menggunakan pendekatan kuantitatif, data dikumpulkan melalui kuesioner dari 754 pegawai yang dipilih melalui metode purposive sampling. Lisrel 8.8 digunakan sebagai alat analisis data Structural Equation Modelling. Hasil penelitian menunjukkan bahwa PSM berpengaruh positif signifikan terhadap commitment to change, sedangkan inclusive leadership tidak berpengaruh langsung. Namun, inclusive leadership dan PSM berpengaruh positif terhadap job satisfaction, dan job satisfaction terbukti memediasi hubungan keduanya terhadap commitment to change. Commitment to change lebih dipengaruhi oleh faktor psikologis internal pegawai, khususnya job satisfaction dan public service motivation, sehingga organisasi perlu memperkuat job satisfaction dan public service motivation untuk mendukung keberhasilan transformasi digital di Organisasi Keuangan Pemerintah.  Kata kunci: kepemimpinan inklusif, kepuasan kerja, komitmen perubahan, motivasi pelayanan public.
MENJEMBATANI KEPEMIMPINAN INKLUSIF DAN KETERIKATAN KERJA: PERAN RASA AMAN PSIKOLOGIS DAN KOMITMEN ORGANISASIONAL AFEKTIF PADA PEGAWAI SEKTOR PUBLIK Purba, Elia Yusmaniar; Desiana, Putri Mega
Jurnal Manajemen Terapan dan Keuangan Vol. 15 No. 02 (2026): Jurnal Manajemen Terapan dan Keuangan
Publisher : Program Studi Manajemen Pemerintahan dan Keuangan Daerah Fakultas Ekonomi dan Bisnis Universitas Jambi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22437/jmk.v15i02.55903

Abstract

Abstrak Penelitian ini bertujuan menganalisis pengaruh kepemimpinan inklusif terhadap keterikatan kerja pegawai sektor publik dengan rasa aman psikologis dan komitmen organisasional afektif sebagai variabel mediasi. Penelitian ini menggunakan pendekatan kuantitatif dengan desain cross-sectional. Sampel penelitian terdiri atas 191 pegawai JFU dan JFT pada enam Kantor Wilayah Organisasi Hukum Negara di Pulau Jawa. Data dikumpulkan melalui kuesioner daring dan dianalisis menggunakan Partial Least Squares Structural Equation Modeling (PLS-SEM). Hasil penelitian menunjukkan bahwa kepemimpinan inklusif tidak berpengaruh langsung secara signifikan terhadap keterikatan kerja. Namun, kepemimpinan inklusif berpengaruh positif dan signifikan terhadap rasa aman psikologis dan komitmen organisasional afektif. Selanjutnya, rasa aman psikologis dan komitmen organisasional afektif berpengaruh positif terhadap keterikatan kerja serta terbukti memediasi hubungan antara kepemimpinan inklusif dan keterikatan kerja. Temuan ini menegaskan bahwa kepemimpinan inklusif lebih efektif dalam mendorong keterikatan kerja ketika mampu membangun rasa aman psikologis dan memperkuat keterikatan emosional pegawai terhadap organisasi, khususnya dalam konteks restrukturisasi organisasi sektor publik.  Kata kunci: kepemimpinan inklusif; keterikatan kerja; rasa aman psikologis; komitmen organisasional afektif; sektor public
Co-Authors Ahyinaa, Gyandra Sekar Andrias, Mone Stepanus Ardiyanto, Ferdiantoro Aziz, Rafif Abdul Cindi, Ramitha Janira Hahotan, Siregar Minardo Resky Herien Puspitawati Jordan, Muhammad Hazel Khurohman, Akhmad Heni Kurniawan, Harisnu Landatama, Gilang M. Syamsul Maarif Marnoto, Kurnia Yudo Mufidawati, Handwita Mufti, Hafidz Nugroho, Arieko Widyastomo Pardede, Patrick Purba, Elia Yusmaniar Riani Rachmawati Sopyan, Hisma Yuliet Abu Thoyibah, Vike Mawadathan