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All Journal Equator Journal of Management and Entrepreneurship Jurnal Informatika Ekonomi Bisnis Journal of Economics and Management Scienties
Putri, Haliza Nabila
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Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Library & Information Science Social Sciences

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Servant Leadership on Work Engagement: Mediating Job Satisfaction and Trust in Leader Putri, Haliza Nabila; Daud, Ilzar; Rosnani, Titik; Fahruna, Yulyanti; Shalahuddin, Ahmad
Jurnal Informatika Ekonomi Bisnis Vol. 5, No. 4 (December 2023)
Publisher : SAFE-Network

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37034/infeb.v5i4.742

Abstract

The banking industry is currently one of the most competitive industries. For this reason, a leadership style is needed that can increase employee engagement to achieve better company performance. The aim of this research is to ascertain the impact of servant leadership workers' job satisfaction and trust in their leaders as mediating variables. It is conducted at government-owned banks, namely, Bank BNI, Bank BRI, Bank BTN, and Bank Mandiri. Purposive sampling was the technique employed in this study, and the sample consisted of 273 individuals who worked for government-owned banks. This study employed structural equation modeling (SEM) with AMOS software as a data analysis technique. The study's findings demonstrate that: servant leadership influences job satisfaction significantly; job satisfaction influences work engagement significantly; Trust in Leader significantly influences work engagement; job satisfaction mediates the relationship between servant leadership and work engagement; and Trust in Leader mediates the relationship between servant leadership and work engagement. There is one rejected hypothesis, namely, that employee engagement at work is not significantly impacted by servant leadership.
The Importance of Organizational Culture and Organizational Climate in Improving Motivation and Performance: A Theoritical Review Putri, Haliza Nabila; Agustina, Tri Siwi; Ekowati, Dian
Equator Journal of Management and Entrepreneurship (EJME) Vol 13, No 2 (2025): Equator Journal of Management and Entrepreneurship
Publisher : Universitas Tanjungpura

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26418/ejme.v13i2.92389

Abstract

This study analyzes the influence of organizational culture, organizational climate, and motivation on employee performance through the literature review method. The results show that a strong organizational culture (results-oriented, collaboration, innovation) and a conducive organizational climate (open communication, management support, reward system) have a significant effect on improving performance. Work motivation (intrinsic and extrinsic) also proved to be a key factor, both as a direct influence and as an intervening variable. The findings reveal that organizational culture and climate not only have a direct impact on performance, but also indirectly through motivation. The practical implication is that organizations need to build a clear culture, strengthen the positive work climate, and design holistic motivation programs. The role of leaders as role models and HR policies that focus on employee development are also supporting factors.
The Role of Digital Transformation in Enhancing Human Resource Management Practices in Global Organizations Putri, Haliza Nabila; Mardani, Agnes Dini; Ardyansyah, Farid
Journal of Economics and Management Scienties Volume 8 No. 1, December 2025
Publisher : SAFE-Network

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37034/jems.v8i1.279

Abstract

This study explores the role of digital transformation (DT) in enhancing Human Resource Management Practices (HRMP) within multinational enterprises (MNEs). Employing a qualitative multi case study approach, data were collected through semi structured interviews, organizational documents, and digital implementation records across global companies. The research identifies four key areas of improvement due to digital tools: recruitment, training and development, performance management, and employee engagement. AI-based platforms, cloud based HRIS, and Learning Management Systems (LMS) have streamlined processes and enabled data driven decision making. However, the study also finds significant disparities in DT effectiveness across regions, influenced by infrastructure, digital literacy, and cultural factors. Critical organizational enablers such as digital leadership, employee digital competence, and strategic alignment were found to significantly mediate DT outcomes. The findings suggest that DT in HR should be approached holistically, integrating technology with strategic planning, change management, and ethical governance. This research contributes to the theoretical framework of digital HRM and provides practical insights for global HR leaders aiming to design adaptive and culturally responsive digital strategies. The study concludes that while digital tools offer significant potential, their success depends on organizational readiness and regional adaptability. Suggestions for future research include expanding the study to small and medium sized enterprises and analyzing sector specific dynamics.
Digital Competence and Employee Performance in Banking: The Mediating Role of Readiness to Change Putri, Haliza Nabila; Agustina, Tri Siwi
Equator Journal of Management and Entrepreneurship (EJME) Vol. 14 No. 4 (2026): Equator Journal of Management and Entrepreneurship
Publisher : Universitas Tanjungpura

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26418/ejme.v14i4.112665

Abstract

Digital transformation has changed work processes and demands, making digital competence a critical capability for supporting employee performance. This study aims to analyze and synthesize the relationship between digital competence, readiness to change, and employee performance, as well as to identify the potential of readiness to change as a mediating mechanism linking digital competence to employee performance. The study employs a Systematic Literature Review (SLR) method through the identification, selection, and synthesis of articles relevant to the relationships among the variables. The findings indicate that digital competence contributes to employee performance through employees ability to utilize technology, adapt work processes to digital systems, and complete tasks more effectively. Digital competence is also related to an individual’s readiness to face change, although empirical evidence of this relationship remains limited, particularly in the banking sector. Furthermore, readiness to change plays a role in supporting employee performance by helping employees accept, adapt to, and maintain work effectiveness during organizational change. This study identifies mechanism gaps, integration gaps, and contextual gaps, and provides a conceptual foundation for positioning readiness to change as an adaptive mechanism in the relationship between digital competence and employee performance. These findings provide direction for future research to empirically test this integrated model, particularly in the context of digital transformation in the banking sector. Keywords: Digital Competence, Readiness to Change, Employee Performance, Banking Industry, Systematic Literature Review
Co-Authors Ahmad Shalahuddin, Ahmad Daud, Ilzar Dian Ekowati Fahruna, Yulyanti Farid Ardyansyah Mardani, Agnes Dini Titik Rosnani Tri Siwi Agustina