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All Journal JBMP (Jurnal Bisnis, Manajemen dan Perbankan) Multidiciplinary Output Research for Actual and International Issue (Morfai Journal)
Nandan Limakrisna
Universitas Muhammadiyah Jakarta
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EFFECTIVENESS OF TRANSFORMATIONAL LEADERSHIP STYLE ON EMPLOYEE JOB SATISFACTION THROUGH ORGANIZATIONAL CULTURE ON TURNOVER INTENTION AT GARMENT COMPANY X IN TANGERANG Berlianingsih Kusumawati; Irpan Hidayat Hasibuan; Marya Yenni; Maswanto; Nandan Limakrisna
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 4 No. 4 (2024): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v4i4.2359

Abstract

This study aims to analyze the effectiveness of transformational leadership style on employee job satisfaction through organizational culture on turnover intention in a garment company. Transformational leadership, known for its ability to inspire and motivate employees, is hypothesized to have a positive influence on employee job satisfaction and turnover intention. However, this influence is suspected to be strengthened or mediated by a strong and supportive organizational culture. The research methodology is descriptive quantitative using a structured questionnaire to measure perceptions of transformational leadership, organizational culture, job satisfaction, and turnover intention with a sample size of 150 employees. The verification analysis used in this study is Structural Equation Modeling (SEM) statistics with Smart PLS 4.0 software. The results of this study are expected to show that transformational leadership can significantly increase employee job satisfaction, and this effect becomes stronger in the context of a positive organizational culture, leading to lower turnover intention. These findings will provide important contributions to management theory and business practice, emphasizing the importance of transformational leadership style and organizational culture in enhancing employee well-being and company performance.
How Work-Life Balance Factors and Employee Performance are Systematically Reviewed Based on Moderation and Mediation Factors in the Digital and Hybrid Work Era? Bagaimana Faktor Keseimbangan Kerja-Kehidupan dan Kinerja Karyawan Dievaluasi Secara Sistematis Berdasarkan Faktor Moderasi dan Mediasi dalam Era Kerja Digital dan Hybrid? Ahmad Fauzan Fadlan; Sukirman; Syafaat Nuryadi; Nandan Limakrisna
JBMP (Jurnal Bisnis, Manajemen dan Perbankan) Vol. 11 No. 2 (2025): September
Publisher : Universitas Muhammadiyah Sidoarjo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21070/jbmp.v11i2.2163

Abstract

This study aims to conduct a systematic review of the relationship between Work-Life Balance (WLB) and employee performance (EP), and to identify factors that moderate and mediate the relationship in the context of the digital and hybrid work era. The review was conducted by analyzing research literature from 2018-2024 published in the Scopus scientific journal. Inclusion criteria include studies that examine the relationship between WLB and EP, as well as the factors that influence the relationship. Exclusion criteria include studies that are not relevant to the digital and hybrid work context. Furthermore, article selection was carried out using the PRISMA approach and content analysis to extract key findings. The results of the review indicate that WLB has a positive relationship with EP, with several factors that moderate and mediate the relationship. Psychological well-being mediates the relationship between WLB and EP, while factors such as organizational support, workload, work flexibility, and technostress moderate this relationship. The theoretical implications of these findings are that they can broaden the understanding of the mechanisms that link WLB and EP in the digital and hybrid work era. Meanwhile, the practical implications of these findings can provide guidance for organizations in determining policies both in practice in human resource management (HRM) in an organization that supports employee WLB, so as to improve EP and achieve organization goals.
Co-Authors Ahmad Fauzan Fadlan Berlianingsih Kusumawati Irpan Hidayat Hasibuan Marya Yenni Maswanto Sukirman Syafaat Nuryadi