Article Per Year (5 Year)
p-Index From 2021 - 2026
2.633
P-Index
This Author published in this journals
All Journal Journal Of Management Science (JMAS) Jurnal Mantik Jurnal Ilmiah Manajemen Kesatuan Enrichment : Journal of Management Jurnal Ilmiah Manajemen, Bisnis dan Kewirausahaan International Journal of Cyber and IT Service Management (IJCITSM) Indonesia Auditing Research Journal Jurnal Pengabdian Masyarakat dan Riset Pendidikan
Wahid Sumarjo
Universitas Primagraha
Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Languange, Linguistic, Communication & Media Mathematics Social Sciences Other

Published : 14 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 14 Documents
Search

 1   2 
Transformational leadership and organizational citizenship behavior: Moderating organizational trust Wahid Sumarjo; Dedeh Kurniasih; Wahyudi Wahyudi
Jurnal Mantik Vol. 7 No. 4 (2024): February: Manajemen, Teknologi Informatika dan Komunikasi (Mantik)
Publisher : Institute of Computer Science (IOCS)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35335/mantik.v7i4.4594

Abstract

Human factors are critical in society's social, economic, and political development, as well as the effectiveness and efficiency of organizations. In addition, for organizations to succeed in changing conditions, they need employees who are willing to contribute to the effectiveness and development of the organization beyond what is expected without being limited to formal job descriptions. Organizational citizenship behavior is needed to achieve this. This study examines how transformational leadership can affect organizational citizenship behavior moderated by organizational trust. The method used in this research is the PLS-SEM approach, with a total sample of 165 respondents. This study found that transformational leadership can positively and significantly affect organizational citizenship behavior, but organizational trust cannot have a significant effect
The influence of organizational justice on employee performance mediated work engagement Wahid Sumarjo; Haerofiatna Haerofiatna; Didit Haryadi
Jurnal Mantik Vol. 7 No. 4 (2024): February: Manajemen, Teknologi Informatika dan Komunikasi (Mantik)
Publisher : Institute of Computer Science (IOCS)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35335/mantik.v7i4.4693

Abstract

The ability of organizations to work effectively and efficiently to achieve their goals and to be successful is possible with employees, who are the most valuable human capital, good organizational management, and the application of modern management principles and functions. Optimally activating employee performance is a challenge for organizations. This study examines the mediating effect of work engagement on organizational justice and employee performance. The method used in this research is a quantitative method with a causality approach. The sample used was 43 respondents. The results of this study show that organizational justice partially influences employee performance and work engagement. In contrast, work engagement significantly affects employee performance, and as expected, engagement can mediate between organizational justice and employee performance
The role of organizational culture in improving employee performance through organizational commitment Sumarjo, Wahid; Haerofiatna, Haerofiatna; Wahyudi, Wahyudi
Junal Ilmu Manajemen Vol 8 No 1 (2025): January: Management Science and Field
Publisher : Institute of Computer Science (IOCS)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35335/jmas.v8i1.610

Abstract

One factor that propels organizational success is employee performance. Because it has a direct effect on the company's overall growth and profitability, subpar employee performance can have a big influence on its success. Missed deadlines, reduced productivity, and more mistakes may result from an employee not performing up to expectations. Long-term profitability and the organization's general success will be impacted by all of that. Through organizational commitment, this study seeks to examine how organizational culture affects employee performance. This study was carried out at PT Arwana Citra Mulia Tbk, which has 74 employees. A quantitative technique using the PLS-SEM methodology is employed. According to the study's findings, organizational culture influences both organizational commitment and personnel performance. Enhancing the organization is strongly influenced by organizational commitment, which can also act as a mediator between enhancing employee performance and organizational culture
Compensation and employee performance: mediation of work motivation Sumarjo, Wahid; Haerofiatna, Haerofiatna; Wirtadipura, Dian; Tajudin, Tajudin
Enrichment : Journal of Management Vol. 15 No. 2 (2025): Juni: Management Science And Field
Publisher : Institute of Computer Science (IOCS)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35335/enrichment.v15i2.2252

Abstract

This study aims to analyze the relationship between compensation provided by the company and employee performance by considering the mediating role of work motivation. The method used in this study is a quantitative approach using a questionnaire distributed to employees with a total sample of 97 people. In data processing, this study uses SmartPLS 4 to test measurement models and structural models. The results of the analysis showed that there was a significant positive relationship between compensation and employee performance. In addition, the study also found that work motivation plays a role as a mediator that strengthens the relationship between compensation and performance. These findings provide important implications for human resource management, where improving a fair and adequate compensation system can improve work motivation and, ultimately, overall employee performance. Therefore, an effective compensation management strategy should be a priority for companies looking to improve their employees' performance
Pengaruh Work-Life Balance Terhadap Kinerja Karyawan dengan Kepuasan Kerja Sebagai Variabel Mediasi Wirtadipura, Dian; Sumarjo, Wahid
Jurnal Ilmiah Manajemen, Bisnis dan Kewirausahaan Vol. 5 No. 2 (2025): Juni : Jurnal Ilmiah Manajemen, Bisnis dan Kewirausahaan
Publisher : Lembaga Pengembangan Kinerja Dosen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/jurimbik.v5i2.1017

Abstract

Work-life balance has become an important issue in human resource management, mainly because of its impact on employee satisfaction and performance. This study examines the influence of work-life balance on employee performance, with job satisfaction as a mediating variable. This study uses a causal approach with 115 employees at PT. Biotis Agrindo. The data was analysed using Partial Least Squares Structural Equation Modelling (PLS-SEM). The study results show that work-life balance has a positive and significant effect on job satisfaction and employee performance, both directly and indirectly through job satisfaction. These findings confirm that job satisfaction mediates the relationship between WLB and performance, reinforcing the social exchange theory that perceptions of fair treatment from organisations will be reciprocated with positive work behaviours. The practical implication of this research is that organisations need to implement work policies that support work-life balance as part of performance improvement strategies.
Impact of HR Management on AI Implementation and Data Protection in Indonesian Manufacturing Achmad Rozi; Junengsih Junengsih; Surya Alam; Avinash Pawar; Wahid Sumarjo; Denok Sunarsi
International Journal of Cyber ​​and IT Service Management (IJCITSM) Vol. 6 No. 1 (2026): April
Publisher : International Institute for Advanced Science & Technology (IIAST)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.34306/ijcitsm.v6i1.226

Abstract

This study aims to analyze the influence of Human Resource Management (HRM) strategies on the implementation of Artificial Intelligence (AI) in industrial forecasting and data protection within the cybersecurity era in Indonesian manufacturing companies. A quantitative approach was used with a survey method to collect data from 96 employees of manufacturing companies in Indonesia, determined by the Lemeshow formula. The findings show that HRM strategy has a positive and significant effect on industrial forecasting, with a t-statistic of 48.639 > 1.984 and a P-value of 0.000 < 0.05. Furthermore, HRM strategy significantly affects data protection, with a t-statistic of 27.927 > 1.984 and a P-value of 0.000 < 0.05. Industrial forecasting positively influences AI implementation, with a t-statistic of 27.927 > 1.984 and a P-value of 0.000 < 0.05, while data protection also positively affects AI implementation, supported by a t-statistic of 2.457 > 1.984 and a P-value of 0.014 < 0.05. Additionally, HRM strategy significantly influences AI implementation, with a t-statistic of 6.020 > 1.984 and a P-value of 0.000 < 0.05. Finally, HRM strategy positively impacts AI implementation through data protection, indicated by a t-statistic of 2.421 > 1.984 and a P-value of 0.016 < 0.05. In conclusion, this study highlights the importance of HRM strategies in enhancing AI implementation and cybersecurity in Indonesian manufacturing companies, underscoring the need for integrating HR strategies with AI and data protection systems to optimize operational efficiency and safeguard against cyber threats.
The influence of job training, compensation and work environment on employee performance Risaldy Amry; Ledy Lutfiani Jamilah; Nevi Sulistiawati Afriani; Wahid Sumarjo; Wahyudi Wahyudi; Ahmad Solihin
Junal Ilmu Manajemen Vol 9 No 3 (2026): July: Management Science and Field
Publisher : Institute of Computer Science (IOCS)

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

This study was carried out to examine how job training, employee compensation, and the work environment influence the performance of employees at Horison Ultima Ratu Serang Hotel. Although previous studies have widely examined the effects of job training, compensation, and the work environment on employee performance, the findings remain inconsistent, particularly within the hospitality industry in developing economies. This study addresses this gap by providing empirical evidence from the Indonesian hotel industry and examining the combined effects of job training, compensation, and the work environment on employee performance. A quantitative approach using descriptive and explanatory methods was employed with a saturated sample of 87 employees. Data were collected through questionnaires and analyzed using SPSS, including validity, reliability, classical assumption, multiple regression, coefficient of determination, and hypothesis tests. The results indicate that job training, compensation, and the work environment each have a positive and significant effect on employee performance. Furthermore, the work environment had a positive and significant impact on employee performance, indicating that comfortable and supportive workplace conditions help employees perform more effectively. At the same time, it was shown that job training, pay, and working conditions significantly affect how well employees perform, accounting for 54% of the differences in their performance levels. These findings highlight the importance of improving employee competencies through training, providing equitable compensation, and fostering a supportive work environment to enhance employee performance in the hospitality industry. The study contributes to human resource management theory by reinforcing the complementary role of human resource development, reward systems, and workplace conditions as integrated determinants of employee performance, while offering practical guidance for hotel managers in designing more effective human resource strategies.
Mediator analysis job satisfaction: The relationship between work life balance and turnover intentions Wahid Sumarjo; Dedeh Kurniasih; John Chaidir; Tajudin Tajudin; Surya Alam
Indonesia Auditing Research Journal Vol. 15 No. 2 (2026): June: Auditing, Finance, IT Plan, IT Governance, Risk
Publisher : Institute of Accounting Research and Novation (IARN)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35335/arj.v15i2.660

Abstract

This study aims to analyze the effect of work-life balance on turnover intention with job satisfaction as a mediating variable in employees of PT San Fang Indonesia. This study used a quantitative approach with saturated sampling techniques involving 95 respondents. Data were collected through a Likert scale questionnaire and analyzed using the PLS-SEM method with SmartPLS 4. The results of the study show that work-life balance has a negative and significant effect on turnover intention, as well as a positive and significant effect on job satisfaction. Job satisfaction has also been shown to have a significant negative effect on turnover intention. In addition, job satisfaction plays a significant mediator in the relationship between work-life balance and turnover intention. These findings indicate that improving work-life balance not only directly decreases employee exit intentions, but also through increased job satisfaction. This research emphasizes the importance of organizational policies that support work-life balance to increase job satisfaction and reduce turnover rates. The results of this study make an empirical contribution to the development of human resource management strategies, especially in the manufacturing sector.
Organizational justice and employee performance: Mediating organizational commitment Tajudin Tajudin; Wahid Sumarjo; Haerofiatna Haerofiatna; Wahyudi Wahyudi
Enrichment : Journal of Management Vol. 15 No. 5 (2025): December: Management Science And Field
Publisher : Institute of Computer Science (IOCS)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35335/enrichment.v15i5.2433

Abstract

This study aims to analyze the influence of organizational justice on employee performance with organizational commitment as a mediating variable in PT Sokonindo Automobile. The research method uses a quantitative approach with Partial Least Squares-Structural Equation Modeling (PLS-SEM) analysis. The research sample amounted to 179 respondents which were determined through simple random sampling techniques. The results of the study show that organizational justice has a positive and significant effect on employee performance, and has a strong influence on increasing organizational commitment. In addition, organizational commitment has been proven to make a significant contribution in driving performance improvement. Mediation analysis shows that organizational commitment mediates positively and significantly the relationship between organizational justice and employee performance. The values of R² and Q² confirm that the model has good predictive power and adequate predictive relevance. These findings underscore that justice in distribution, procedures, and interactions is an important foundation in building employee psychological attachment that ultimately improves work performance. This research provides implications for the development of equity-based HR policies and offers a theoretical perspective on the psychological mechanisms that link justice and performance through organizational commitment
The effects of leadership, motivation, and entrepreneurial competence on teacher performance of elementary school teachers in Cikande District Yuli Subihawati; Asep Syamsudin; Wahyu Ristanto; Wahid Sumarjo; Abdul Wahid Alfarizi
Enrichment : Journal of Management Vol. 15 No. 6 (2026): Management Science And Field
Publisher : Institute of Computer Science (IOCS)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35335/enrichment.v15i6.2459

Abstract

The influence of school principal leadership, principal motivation at work, and principal entrepreneurial skills on elementary school teacher performance in the Cikande District is the subject of this study. The method used was multiple linear regression analysis using a quantitative approach. The results of the study showed that all three elements, independently and in combination, had a good and considerable influence on teacher performance. Revealing an Adjusted R Square value of 0. 565, the multiple coefficient of determination (R²) reveals a 56% influence of the combined effect of the independent variables leadership, work motivation, and the principal'sentrepreneurial skill on the dependent variable (teacher performance) Effective school principal leadership can help create a pleasant work environment and advance professionalism among teachers. High work motivation from principal work motivation creates enthusiasm and role models that drive optimal teacher performance. Meanwhile, the principal’s entrepreneurial competence encourages innovation and creativity in managing education, which positively impacts improving teacher performance. These findings indicate that the synergy all three variables together can create a productive and quality teacher performance system.
Co-Authors Abdul Wahid Alfarizi Afianti Setia Sari Ahmad Solihin Ahmad Zainudin Angga Priyana Anisa Faijah Asep Suhandi Asep Syamsudin Avinash Pawar Dedeh Kurniasih Denok Sunarsi Dian Wirtadipura Dian Wirtadipura Didit Haryadi Erah Sukhaerah Giska Ayu Saputri Haerofiatna I Gusti Agung Komang Diafari Djuni Hartawan John Chaidir Junengsih Junengsih Ledy Lutfiani Jamilah Mutmainah Mutmainah Nevi Sulistiawati Afriani Prasetio Budi Utomo Risaldy Amry Rozi, Achmad Setyowati, Ani Surya Alam Surya Alam Tajudin Tajudin Tajudin Tajudin Ulfi Ulfi W. Wahyudi W. Wahyudi Wahyu Ristanto Yuli Subihawati