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All Journal JAM : Jurnal Aplikasi Manajemen PROFIT : Jurnal Administrasi Bisnis JBMR: Journal of Business and Management Review Jurnal Pengabdian Masyarakat Asia Journal of Interdisciplinary Socio-Economic and Community Study Jurnal Manajemen Pemasaran dan Perilaku Konsumen Jurnal Kewirausahaan dan Inovasi Jurnal Pendidikan Progresif
Aryati, Ana Sofia
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Arts Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Social Sciences Other

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Pengaruh Kompensasi Dan Work-Life Balance Terhadap Perilaku Etis Pegawai Maulana, Rifky Ahmad; Aryati, Ana Sofia
Jurnal Kewirausahaan dan Inovasi Vol. 3 No. 3 (2024)
Publisher : Fakultas Ekonomi dan Bisnis Universitas Brawijaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21776/jki.2024.03.3.20

Abstract

Civil servants (Pegawai Negeri Sipil or PNS) are required to adhere to the code of ethics and exhibit ethical behavior to maintain public trust in the institution. However, some PNS, including those in the Ministry of Finance, engage in unethical behavior. Performance data for the year 2023 indicates a decline in the Integrity Assessment Index from 87.86 in 2021 to 82.69 in 2022, posing a threat to public confidence in the institution. Despite the presence of high compensation, this situation still demands serious attention. This study aims to assess the influence of compensation and work-life balance on the ethical behavior of employees at the Regional Office of the Directorate General of Taxes for East Java III. Involving 108 respondents from a population of 146 employees, this research employs an explanatory research method with a quantitative approach. The analysis results demonstrate that compensation has a significant positive partial effect on employee behavior, while work-life balance does not have a significant partial impact on their ethical behavior. These findings highlight the importance of providing adequate compensation as an incentive to motivate ethical behavior among civil servants. Although work-life balance is also important, this study indicates that in this context, its influence is not significant on ethical behavior. Therefore, the government and relevant agencies should consider strategies to enhance employee compensation to uphold integrity and ethics in public service. This will help restore public trust in government institutions.   Abstrak Pegawai Negeri Sipil (PNS) harus mematuhi kode etik dan bersikap etis untuk menjaga kepercayaan masyarakat terhadap institusi. Namun, beberapa PNS, termasuk di Kementerian Keuangan, terlibat dalam perilaku tidak etis. Data kinerja tahun 2023 menunjukkan penurunan Indeks Penilaian Integritas dari 87,86 (2021) menjadi 82,69 (2022), yang mengancam kepercayaan masyarakat pada institusi tersebut. Meskipun ada kompensasi yang tinggi, situasi ini tetap memerlukan perhatian serius. Penelitian ini bertujuan untuk menilai pengaruh kompensasi dan work-life balance terhadap perilaku etis pegawai di Kantor Wilayah Direktorat Jenderal Pajak Jawa Timur III. Dengan melibatkan 108 responden dari populasi sebanyak 146 pegawai, penelitian ini menggunakan metode explanatory research dengan pendekatan kuantitatif. Hasil analisis menunjukkan bahwa kompensasi berpengaruh positif signifikan secara parsial terhadap perilaku pegawai, sedangkan work-life balance tidak memiliki pengaruh signifikan secara parsial terhadap perilaku etis mereka. Hasil ini menyoroti pentingnya pemberian kompensasi yang memadai sebagai insentif untuk memotivasi perilaku etis di kalangan PNS. Meskipun work-life balance juga penting, penelitian ini menunjukkan bahwa dalam konteks ini, pengaruhnya tidak signifikan terhadap perilaku etis. Oleh karena itu, pemerintah dan instansi terkait harus mempertimbangkan strategi untuk meningkatkan kompensasi pegawai guna menjaga integritas dan etika dalam layanan publik. Hal ini akan membantu memulihkan kepercayaan masyarakat pada lembaga pemerintahan.
Pengaruh Employee Relations Dan Motivasi Kerja Terhadap Kinerja Karyawan, Dengan Kepuasan Kerja Sebagai Variabel Mediasi Harahap, Isna Damayanti; Aryati, Ana Sofia
Jurnal Kewirausahaan dan Inovasi Vol. 3 No. 4 (2024)
Publisher : Fakultas Ekonomi dan Bisnis Universitas Brawijaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21776/jki.2024.03.4.17

Abstract

This research aims to determine, analyze, and explain in the influesnce of employee relations and work motivation on employee performance with job satisfaction as a mediating variable at PT. Bank Rakyat Indonesia Tbk., Regional Official Malang. This study is an explanatory research with a quantitative approach to test the relationships between variables. The research used a saturated sample of 105 employees from PT. Bank Rakyat Infonesia Tbk., Regional Official Malang. Data analysis in this study used structural equation modeling (SEM) with PLS 3.0 as the analysis tool. Data collection method employed a questionnaire measured on a likert scale. The results show that : Employee relations do not significantly influence employee performance, there is a significant positive influence of work motivation on employee performance, there is a significant positive influence of employee relations on job satisfaction, work motivation does not significantly influence job satisfaction, there is a significant positive influence of job satisfaction on employee performance, job satisfaction plays a perfect mediating role in the influence of employee relations on employee performance, job satisfaction does not  play a mediating role in the influence of work motivation on employee performance.   Abstrak Penelitian ini bertujuan untuk mengetahui, menganalisis, dan menjelaskan pengaruh employee relations dan motivasi kerja terhadap kinerja karyawan dengan kepuasan kerja sebagai variabel mediasi pada karyawan PT. Bank Rakyat Indonesia Tbk., Regional Office Malang. Penelitian ini merupakan penelitian explanatory research dengan pendekatan kuantitatif untuk menguji antar variabel. Penelitian ini menggunakan sampel jenuh yaitu sebanyak 105 karyawan PT. Bank Rakyat Indonesia Tbk., Regional Office Malang. Teknik analisis data dalam penelitian ini menggunakan Structural Equation Modelling (SEM) dengan PLS 3.0 sebagai alat analisisnya. Metode pengumpulan data menggunakan kuesioner yang diukur dengan skala likert. Hasil menunjukkan bahwa: Employee relations tidak berpengaruh terhadap kinerja karyawan, terdapat pengaruh positif signifikan motivasi kerja terhadap kinerja karyawan, terdapat pengaruh positif signifikan employee relations terhadap kepuasan kerja, motivasi Kerja tidak berpengaruh terhadap kepuasan kerja, terdapat pengaruh positif dan signifikan kepuasan kerja terhadap kinerja karyawan. Kepuasan kerja memiliki peran mediasi sempurna dalam pengaruh employee relations terhadap kinerja karyawan, kepuasan kerja tidak berperan sebagia mediasi dalam pengaruh motivasi kerja terhadap kinerja karyawan.
The Influence of Work Environment, Work Discipline, and Work Stress on Employee Performance Rahakbauw, Nindi Graciosa; Aryati, Ana Sofia
Jurnal Kewirausahaan dan Inovasi Vol. 4 No. 1 (2025)
Publisher : Fakultas Ekonomi dan Bisnis Universitas Brawijaya

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Abstract

Purpose – This study aims to examine the effects of work environment, work discipline, and work stress on employee performance at PT Waleta Asia Jaya Salatiga. Design/Methodology/Approach – This study employs a quantitative explanatory research design to investigate the relationships among the research variables through hypothesis testing. Data were collected using a Likert-scale questionnaire distributed to 176 employees selected through purposive sampling. The data were analyzed using multiple linear regression with SPSS version 29 to determine the direct effects of work environment, work discipline, and work stress on employee performance. Findings – The results indicate that work environment and work discipline have positive and significant effects on employee performance, whereas work stress has a negative and significant effect. The model explains 62.2% of the variance in employee performance (Adjusted R² = 0.622), indicating that these three factors substantially contribute to performance, while the remaining 37.8% is explained by other variables outside the research model. These findings suggest that organizations can improve employee performance by fostering a supportive work environment, strengthening work discipline, and implementing effective stress management practices.   Originality/Value This research is original in integrating work environment, work discipline, and work stress into a single empirical model within the same organizational setting. The findings provide practical value by offering evidence-based recommendations for managers to optimize workplace conditions and reduce stress to improve employee performance.
Strengthening OCB Through Culture and Commitment: A Quantitative Analysis Sibarani, Albertson; Aryati, Ana Sofia
Jurnal Kewirausahaan dan Inovasi Vol. 4 No. 2 (2025)
Publisher : Fakultas Ekonomi dan Bisnis Universitas Brawijaya

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Abstract

Purpose – This study aims to examine the effects of organizational culture and organizational commitment on organizational citizenship behavior (OCB) among employees of PT Bank Rakyat Indonesia Tbk Malang Regional Office. Design/Methodology/Approach – This study employs an explanatory quantitative research design. The population consisted of employees who had worked for more than one year at PT Bank Rakyat Indonesia Tbk Malang Regional Office, with 70 employees selected using a saturated sampling technique. Primary data were collected through questionnaires measured using a five-point Likert scale. The data were analyzed using multiple linear regression with SPSS version 29 to examine the relationships between organizational culture, organizational commitment, and OCB. Findings – The results indicate that organizational culture and organizational commitment have positive and significant effects on employees’ organizational citizenship behavior. These findings suggest that a strong organizational culture and high employee commitment encourage employees to demonstrate voluntary behaviors beyond their formal responsibilities, contributing to improved organizational effectiveness. Originality/Value This research is original in simultaneously examining organizational culture and organizational commitment as predictors of OCB within a regional banking office context. The findings provide practical value by offering managerial insights to foster a supportive work culture that enhances employee contribution and organizational effectiveness.
Stress Management Workshop for Maternal and Child Health Services Aryati, Ana Sofia
Jurnal Pengabdian Masyarakat Vol. 5 No. 1 (2024): Jurnal Pengabdian Masyarakat
Publisher : Institut Teknologi dan Bisnis Asia Malang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32815/jpm.v5i1.1412

Abstract

Purpose: This study addresses work stress as a significant psychosocial issue in maternal and child health services within hospitals. It investigates the necessity of stress management improvements for enhancing employee well-being and reducing negative work behaviours such as absenteeism and turnover. Method: The research was conducted through a Stress Management Workshop at X Maternity and Children's Hospital (RSIA) in Malang City. The methodology included interactive sessions on recognizing stress, understanding its impacts, problem-solving in stressful situations, and practicing relaxation techniques. Practical Applications: The findings highlight the practical application of stress management strategies in real-world healthcare settings. Implementing these strategies can lead to better self-development, improved employee well-being, and more positive work behaviours, benefiting both the employees and the hospital's operational efficiency. Conclusion: The study concludes that stress management is crucial for maternal and child health service employees. The workshop successfully increased awareness and understanding of stress management, contributing to better self-development and positive work behaviours, thereby addressing the identified psychosocial problem.
Evaluation of Business Strategy Using The Servo Analysis Method Ebenezer, Alfred; Aryati, Ana Sofia
Jurnal Kewirausahaan dan Inovasi Vol. 4 No. 3 (2025)
Publisher : Fakultas Ekonomi dan Bisnis Universitas Brawijaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21776/jki.2025.04.3.03

Abstract

Purpose – This study aims to evaluate the strategic condition of PT GMF AeroAsia by analyzing its business strategy, business environment, resource utilization, organizational value management, and organizational practices to identify factors supporting the development of the aviation industry in Indonesia. Design/Methodology/Approach – This study employs a qualitative approach. Data were collected through interviews with relevant informants, analysis of the company’s annual reports, and public expose documents published through the Indonesia Stock Exchange website as part of the company’s accountability to shareholders. The analysis focuses on the relationships among strategy, environment, resources, values, and organization in determining the company’s strategic position. Findings – The results indicate that strategy, environment, and resources are mutually influential elements within PT GMF AeroAsia’s business system. Organizational value is identified as the element with the weakest influence and is more affected by other strategic elements. Meanwhile, organization plays a relatively influential role, although its impact is lower compared with strategy, environment, and resources. These findings highlight the importance of aligning strategic decisions, resource management, and organizational capabilities to strengthen business development in the aviation sector. Originality/Value: This study offers originality by examining PT GMF AeroAsia through an integrated assessment of strategy, environment, resources, value management, and organizational dynamics. This is an approach rarely applied holistically in existing aviation studies. Using data from interviews, annual reports, and public exposure sessions, this study provides an empirical analysis grounded in internal company interactions. These findings provide valuable guidance for practitioners and researchers seeking to improve strategic performance in the Indonesian aviation maintenance industry.
Gen Z at Work: The Impact of Culture, Career Growth, and Well-being on Engagement Anabelle, Maureen; Aryati, Ana Sofia
Jurnal Kewirausahaan dan Inovasi Vol. 4 No. 4 (2025)
Publisher : Fakultas Ekonomi dan Bisnis Universitas Brawijaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21776/jki.2025.04.4.20

Abstract

Purpose – This study aims to analyze the influence of organizational culture, career development, and employee well-being on employee engagement among Generation Z employees. Design/Methodology/Approach – This study employs a quantitative research method with an explanatory approach. A total of 172 Generation Z employees in Jakarta were selected using a purposive sampling technique, with the criteria of having worked for a minimum of six months. Data were collected through a Likert-scale questionnaire and analyzed using multiple linear regression with IBM SPSS Statistics. Findings – The results show that organizational culture, career development, and employee well-being have positive and significant effects on employee engagement among Generation Z employees. These findings indicate that organizations can improve engagement by developing human resource strategies that align with the expectations and characteristics of the younger workforce. Originality/Value This study offers empirical evidence on how organizational culture, career development, and employee well-being simultaneously shape engagement among Generation Z employees. It provides a context-specific contribution that supports the development of targeted HR strategies aligned with the unique characteristics of the younger workforce.
Understanding Generation Z's Intentions To Apply For Jobs Through Employer Attractiveness, Corporate Reputation, and Social Media Maulinda, Liestya Dwi; Aryati, Ana Sofia
Jurnal Manajemen Pemasaran dan Perilaku Konsumen Vol. 4 No. 3 (2025)
Publisher : Fakultas Ekonomi dan Bisnis Universitas Brawijaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21776/jmppk. 2025.04.3.04.

Abstract

Purpose – This study aims to analyze the influence of employer attractiveness, corporate reputation, and social media on job application intention among Generation Z students.   Design/methodology/approach –  This study employs a quantitative causal research design. The population consists of 1,043 final-year students from the Faculty of Economics and Business, Universitas Brawijaya, with a sample of 104 respondents selected using simple random sampling. Data were collected through questionnaires and analyzed using multiple linear regression.   Findings – The results indicate that employer attractiveness, corporate reputation, and social media each have a positive and significant effect on job application intention. Among these variables, social media emerges as the most dominant factor influencing Gen Z’s intention to apply for jobs.   Originality/value – This study contributes to recruitment and employer branding literature by integrating employer attractiveness, corporate reputation, and social media into a unified model of job application intention among Generation Z. The findings highlight the critical role of digital channels in shaping career decisions and provide practical implications for organizations and educational institutions in strengthening digital engagement and literacy.
Green Human Resource Management as an Educational Framework for Environmental Performance: Evidence from the Public Sector Aryati, Ana Sofia; Fasieh, Muhammad Fajrul Islam
Jurnal Pendidikan Progresif Vol 15, No 4 (2025): Jurnal Pendidikan Progresif
Publisher : FKIP Universitas Lampung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.23960/jpp.v15i4.pp2825-2843

Abstract

Green Human Resource Management as an Educational Framework for Environmental Performance: Evidence from the Public Sector. Objective: This study aims to investigate the impact of Green Human Resource Management (GHRM) practices on environmental performance (GP) within government organizations. It seeks to fill the existing research gap by examining the mediating roles of green organizational commitment (GOC) and employee green behavior (EGB) in the relationship between GHRM and GP. Methods: The research employed a quantitative approach using a structured survey distributed to employees across various government organizations. Data were analyzed using Structural Equation Modeling (SEM) to assess the direct and indirect effects of GHRM on EP, with GOC and EGB as mediating variables. Findings: The study found that GHRM has a statistically significant positive effect on EP. Specifically, GHRM practices increased GP by p-value (p < 0.008). Furthermore, both GOC and EGB partially mediated this relationship. Among the two mediators, GOC demonstrated a stronger mediating effect, with a p-value of 0.000 for the total influence, compared to EGB, which had a p-value of 0.016. These results emphasize that fostering organizational commitment plays a more pivotal role in enhancing the effectiveness of GHRM strategies. Conclusion: The findings underscore the critical role of GHRM in promoting superior environmental performance, both directly and through fostering organizational commitment and individual green behaviors. The stronger mediating role of GOC suggests that cultivating a shared sense of environmental responsibility within the organization is key to maximizing the impact of green HR practices. Practical Implications: These findings provide actionable insights for policymakers and organizational leaders. For instance, local governments and corporate HR departments should prioritize investing in GHRM-specific training programs to strengthen employees' green commitment and behaviors. Additionally, embedding environmental values into organizational culture and HR frameworks can significantly enhance sustainable outcomes. Firms that institutionalize GHRM as part of their strategic operations are more likely to achieve long-term environmental compliance and resilience. Keywords: green human resource management; green organizational commitment; environmental performance, employee green behavior, green training.
How Work-Life Balance and Perceived Organizational Support Shape Nurse’ Performance Through Job Satisfaction Ndraha, Julius Ardianto Victorius; Rofiaty; Aryati, Ana Sofia
Profit: Jurnal Adminsitrasi Bisnis Vol. 20 No. 2 (2026): Profit: Jurnal Administrasi Bisnis
Publisher : FIA UB

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21776/ub.profit.2026.020.02.9

Abstract

Employee performance in healthcare organizations is influenced by organizational conditions and individuals’ responses to work. Nurses, as frontline healthcare workers, face high job demands, requiring a balance between work and personal life and organizational support. This study aimed to analyze the influence of work-life balance and perceived organizational support on nurse performance, with job satisfaction as a mediating variable. This study used a quantitative approach with data collected from nurses in a general hospital. Data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results showed that work-life balance significantly influenced nurse performance and indirectly through job satisfaction. Perceived organizational support did not directly influence performance but increased job satisfaction, which ultimately influenced employee performance, indicating full mediation. These results confirm that job satisfaction plays a significant role as a mediator connecting work-life balance and perceived organizational support in improving employee performance.
Co-Authors Abidah, Zatu Shani Anabelle, Maureen Armanu, Armanu Ebenezer, Alfred Fasieh , Muhammad Islam Fajrul Fasieh, Muhammad Fajrul Islam Feralda, Aulia A`yunina Harahap, Isna Damayanti Hasim, Daffa Ramadhana Mail, Gibriel Badjie Makhmut, Khalilah Daud Isaac Marselia, Elsa Adela Maulana, Rifky Ahmad Maulinda, Liestya Dwi Ndraha, Julius Ardianto Victorius Pangestu, Ghani Satrio Prahastyorini, Wiwing Galuhsiwi Purba Tambak, Anastasya Gloria Eure Eka Rahakbauw, Nindi Graciosa Rofiaty Sibarani, Albertson