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The Effect of Motivation and Compensation In Improving Employee Performance Mediated By The Organization's Commitment To PT XYZ (A Property Company In Tangerang) Dyna Fitria; Chandra Wibowo Widhianto
Jurnal Indonesia Sosial Sains Vol. 4 No. 11 (2023): Jurnal Indonesia Sosial Sains
Publisher : CV. Publikasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59141/jiss.v4i11.922

This study aims to determine the factors that affect employee performance, such as motivation and compensation and the mediating influence of organizational commitment. The sample in this study were employees of Properti company located in the Tangerang area. This research also aims to find out about the turnover phenomenon that occurs at Properti company in Tangerang. The data collection method used a questionnaire and was analyzed using Partial Least Square (PLS). The results of this study will explain whether there is an influence of the factors studied on the high or low quality of Employee Performance experienced by employees working at Properti Company in Tangerang. This study using Motivation and Compensation as Independent variables, Employee Performance as Dependent variables and Organizational Commitment as Intervening variables. In these four variables, seven hypotheses and nineteen indicators were obtained. By using google form media, researchers got 150 respondents. The results of this study indicate that motivation has a positive and significant effect on employee performance, compensation has a positive and significant effect on employee performance, motivation has a positive and significant effect on organizational commitment, compensation has a positive and significant effect on organizational commitment, organizational commitment has a positive and significant effect on employee performance, motivation has a positive and significant effect on employee performance mediated by organizational commitment and compensation has a positive and significant effect on employee performance mediated by organizational commitment.

The Influence of Leadership Style and Work Motivation On Job Engagement Mediated By Job Satisfaction Yudhi Chandra; Chandra Wibowo Widhianto
Jurnal Indonesia Sosial Sains Vol. 4 No. 11 (2023): Jurnal Indonesia Sosial Sains
Publisher : CV. Publikasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59141/jiss.v4i11.929

The aim of this research aims to determine the influence of leadership style and work motivation on work engagement which is mediated by job satisfaction. Research methods and data were obtained from distributing questionnaires via Google Form. Samples were taken using purposive sampling technique. This research uses quantitative analysis techniques and is processed using PLS. This research uses the variables Leadership Style and Work Motivation as the dependent variable, Work Engagement as the independent variable, and Job Satisfaction as the Mediating variable. The results of this research show that Leadership Style has a positive and significant effect on Work Engagement, Work Motivation has a positive and significant effect on Work Engagement. Leadership Style has a positive and significant effect on Job Satisfaction, Work Motivation has a positive and significant effect on Job Satisfaction, Job Satisfaction has a positive and significant effect on work engagement, Job Satisfaction has a positive and significant mediating effect on Leadership Style on work engagement, Job Satisfaction has a positive and significant mediating effect Work Motivation on Work Engagement. It is hoped that the implications and recommendations from this research can be input for the company PT. XYZ in Jakarta to determine the influence of leadership style and work motivation on work engagement which is mediated by job satisfaction. So that later it will strengthen and expand the implications of PT. XYZ in Jakarta

Analysis of the Effect of Leadership Style, Financial Rewards and Work Environment on Turnover Intention Mediated by Job Satisfaction (Empirical Study: Private Bank Jakarta Employees) Suwandy Thu; Chandra Wibowo Widhianto
Asian Journal of Social and Humanities Vol. 2 No. 2 (2023): Asian Journal of Social and Humanities
Publisher : Pelopor Publikasi Akademika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59888/ajosh.v2i2.166

This study aimed to investigate the impact of leadership style, financial rewards, and work environment on turnover intention, with job satisfaction as a mediating factor among employees of private Bank/Bank BDI Jakarta. The research adopted a quantitative approach with hypothesis testing, collecting primary data through valid questionnaires filled out by 330 respondents, specifically employees of Bank BDI, using Stratified Sampling. Data analysis was conducted using Structural Equation Model (SEM) with Smart PLS software version 3.0. The findings indicate a positive and significant influence of leadership style, financial rewards, and work environment on turnover intention, mediated by job satisfaction among Bank BDI Jakarta employees. However, the direct testing of leadership style, financial rewards, and work environment did not demonstrate a significant impact on turnover intention, suggesting the presence of other significant factors influencing turnover intention beyond the three independent variables examined. In conclusion, job satisfaction plays a pivotal role in determining turnover intention, and enhancing job satisfaction can effectively reduce turnover rates among Bank BDI Jakarta employees. However, it's worth noting that this study's limitation lies in its sample being limited to Jakarta, making it difficult to generalize the findings to all branch offices due to potential variations in characteristics and cultures across different regions.

Loyalitas Konsumen Yang Dimediasi Kepuasan dan Kualitas Yulita, Henilia; Widhianto, Chandra Wibowo; Sari, Dewi Permata
Jurnal E-Bis Vol 8 No 1 (2024): Vol. 8 No.1 2024
Publisher : Politeknik Piksi Ganesha Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37339/e-bis.v8i1.1304

Kepuasan konsumen dapat dibangun melalui kualitas pelayanan dan kualitas produk atau jasa yang ditawarkan. Dengan kepuasan yang dibangun dari kualitas yang prima, maka akan berdampak pada peningkatan loyalitas dari pelanggannya. Adapun yang menjadi tujuan dalam penelitian ini adalah untuk melihat apakah adanya pengaruh mediasi kepuasan yang mempengaruhi loyalitas konsumen dari kualitas layanan dan kualitas produk Starbucks. Penelitian ini menggunakan metode kuantitatif, dengan menyebarkan survei berupa kuesioner dan menggunakan metode purposive sampling dalam menentukan sampelnya. Hasil data diolah menggunakan alat ukur SEM-Smart PLS 4.0. Penelitian ini membuktikan dari 7 hipotesis hanya 2 hipotesis yang berpengaruh signifikan yaitu kepuasan konsumen dipengaruhi secara siginfikan oleh kualitas produk dan loyalitas konsumen dipengaruhi oleh kualitas produk secara signifikan. Sedangkan dari hipotesis lain menujukkkan tidak ada pengaruh signifikan terhadap loyalitas konsumen Starbucks.

The Influence of Compensation and Work Flexibility on Employee Retention with Employee Engagement as A Mediating Variable in The Millennial and Z Generations in Tangerang Yossi Fitriani; Chandra Wibowo Widhianto
International Journal of Economics (IJEC) Vol. 3 No. 2 (2024): July-December
Publisher : PT Inovasi Pratama Internasional

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55299/ijec.v3i2.1007

This study investigates the influence of compensation and work flexibility on employee retention among Millennial and Generation Z workers in Tangerang, Indonesia, with employee engagement serving as a mediating variable. Utilizing a quantitative approach with structural equation modeling, data were collected from 152 employees through online questionnaires. The results reveal that both compensation and flexibility significantly impact employee retention, with compensation exhibiting a stronger effect. Employee engagement was found to partially mediate these relationships, amplifying the impact of both factors on retention. Notably, compensation demonstrated a more pronounced influence on both engagement and retention compared to flexibility. These findings provide crucial insights for organizations seeking to retain younger talent, emphasizing the need for competitive compensation strategies balanced with flexible work arrangements. The study contributes to the understanding of evolving workforce dynamics in emerging markets and offers practical implications for human resource management in the context of generational workplace preferences.

THE INFLUENCE ANALYSIS OF LEADERSHIP STYLE AND ORGANIZATIONAL COMMITMENT ON EMPLOYEE INTENTION TO STAY MEDIATED BY JOB SATISFACTION IN PRIMARY AND SECONDARY EDUCATION ORGANIZATIONS IN JABOTABEK Susanti, Yenny; Widhianto, Chandra Wibowo
International Journal of Social Service and Research Vol. 4 No. 8 (2024): International Journal of Social Service and Research
Publisher : Ridwan Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.46799/ijssr.v4i8.886

This study aims to analyze the relationship between leadership style (LS), organizational commitment (OC), and employee intention to stay working (ITS) in private primary and secondary education organizations in the form of SPK (Cooperation Education Unit) in Jabotabek, Indonesia, using the PLS-SEM method. The results show that 67.4% of job satisfaction variables can be influenced by leadership style and organizational commitment variables. Organizational commitment and job satisfaction have a positive and significant effect on ITS as an intervening variable. Job satisfaction is able to increase the influence / mediate of leadership style on intention to remain in educational organizations. The managerial advice from this study emphasizes the importance of management in optimizing leadership styles, organizational commitment, and JS to increase employee intention, which has an impact on organizational stability.

Analysis of the Effect of Leadership Style, Financial Rewards and Work Environment on Turnover Intention Mediated by Job Satisfaction (Empirical Study: Private Bank Jakarta Employees) Suwandy Thu; Chandra Wibowo Widhianto
Asian Journal of Social and Humanities Vol. 2 No. 2 (2023): Asian Journal of Social and Humanities
Publisher : Pelopor Publikasi Akademika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59888/ajosh.v2i2.166

This study aimed to investigate the impact of leadership style, financial rewards, and work environment on turnover intention, with job satisfaction as a mediating factor among employees of private Bank/Bank BDI Jakarta. The research adopted a quantitative approach with hypothesis testing, collecting primary data through valid questionnaires filled out by 330 respondents, specifically employees of Bank BDI, using Stratified Sampling. Data analysis was conducted using Structural Equation Model (SEM) with Smart PLS software version 3.0. The findings indicate a positive and significant influence of leadership style, financial rewards, and work environment on turnover intention, mediated by job satisfaction among Bank BDI Jakarta employees. However, the direct testing of leadership style, financial rewards, and work environment did not demonstrate a significant impact on turnover intention, suggesting the presence of other significant factors influencing turnover intention beyond the three independent variables examined. In conclusion, job satisfaction plays a pivotal role in determining turnover intention, and enhancing job satisfaction can effectively reduce turnover rates among Bank BDI Jakarta employees. However, it's worth noting that this study's limitation lies in its sample being limited to Jakarta, making it difficult to generalize the findings to all branch offices due to potential variations in characteristics and cultures across different regions.

Factors Affecting Employee Performance Mediated by Employee Motivation at PT. XYZ Rahmada, Cika; Widhianto, Chandra Wibowo
Interdiciplinary Journal and Hummanity (INJURITY) Vol. 3 No. 8 (2024): INJURITY: Journal of Interdisciplinary Studies.
Publisher : Pusat Publikasi Nusantara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58631/injurity.v3i8.231

This study aims to determine the Influence of Reward and Organizational Justice on Employee Performance Mediated by Employee Motivation (Empirical Study: Employees at PT. XYZ). The population taken in this study only focuses on all employees of PT. XYZ has 98 employees. The sampling technique in this study uses a saturated sampling technique, where all populations in this study are used as samples. This research method uses quantitative SEM analysis and uses PLS software. The results of the study show that Rewards have a positive and significant effect on employee performance. Organizational fairness has a positive and significant effect on employee performance. Rewards have a positive and significant effect on increasing employee motivation. Organizational fairness has a positive and significant effect on employee motivation. Employee motivation has a positive and significant effect on employee performance. Employee motivation can mediate the influence of rewards on employee performance. Employee motivation can mediate the influence of organizational justice on employee performance.

The Effect of the Impact of Digital Transformation Strategy on Financial Performance Moderated by Cognitive Conflict in Partner Companies of PT. Erdiva Daya Technology Solutions Setiawan, Taufik; Widhianto, Chandra Wibowo
Interdiciplinary Journal and Hummanity (INJURITY) Vol. 3 No. 9 (2024): INJURITY: Journal of Interdisciplinary Studies.
Publisher : Pusat Publikasi Nusantara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58631/injurity.v3i9.236

This study aims to verify whether digital transformation strategy (DTS) enhances organizational performance and to analyze the necessity of implementing DTS, considering perspectives like "Skewed conflict," "minority dissent theory," and the "too-much-of-a-good-thing" principle. This research uses a quantitative method with a descriptive and explanatory survey approach to examine the cause-and-effect relationship between variables. The research concludes that DTS significantly influences both short-term and long-term financial performance, providing insights into how cognitive conflict influences DTS effectiveness and highlighting the need for enterprises to manage such conflicts to maximize financial performance.

The Effect of Motivation and Compensation In Improving Employee Performance Mediated By The Organization's Commitment To PT XYZ (A Property Company In Tangerang) Dyna Fitria; Chandra Wibowo Widhianto
Jurnal Indonesia Sosial Sains Vol. 4 No. 11 (2023): Jurnal Indonesia Sosial Sains
Publisher : CV. Publikasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59141/jiss.v4i11.922

This study aims to determine the factors that affect employee performance, such as motivation and compensation and the mediating influence of organizational commitment. The sample in this study were employees of Properti company located in the Tangerang area. This research also aims to find out about the turnover phenomenon that occurs at Properti company in Tangerang. The data collection method used a questionnaire and was analyzed using Partial Least Square (PLS). The results of this study will explain whether there is an influence of the factors studied on the high or low quality of Employee Performance experienced by employees working at Properti Company in Tangerang. This study using Motivation and Compensation as Independent variables, Employee Performance as Dependent variables and Organizational Commitment as Intervening variables. In these four variables, seven hypotheses and nineteen indicators were obtained. By using google form media, researchers got 150 respondents. The results of this study indicate that motivation has a positive and significant effect on employee performance, compensation has a positive and significant effect on employee performance, motivation has a positive and significant effect on organizational commitment, compensation has a positive and significant effect on organizational commitment, organizational commitment has a positive and significant effect on employee performance, motivation has a positive and significant effect on employee performance mediated by organizational commitment and compensation has a positive and significant effect on employee performance mediated by organizational commitment.

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