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All Journal Journal of Economic, Bussines and Accounting (COSTING) Jurnal Ekonomi Integra Aptisi Transactions on Technopreneurship (ATT) Management and Sustainable Development Journal TRANSFORMASI : JURNAL PENGABDIAN PADA MASYARAKAT Jurnal Minfo Polgan (JMP) Paradoks : Jurnal Ilmu Ekonomi Amkop Management Accounting Review (AMAR) International Journal of Enterprise Modelling West Science Social and Humanities Studies JER
Ginting, Sunardi
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Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Engineering Environmental Science Industrial & Manufacturing Engineering Law, Crime, Criminology & Criminal Justice Library & Information Science Mathematics Public Health Social Sciences Transportation

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Leadership and Conflict Management Training for HR Empowerment in Non-Profit Organizations Ginting, Sunardi; Rakhmawati, Eni; Setyawan, Antonius Ary; Anantadjaya, Samuel PD; Nawangwulan, Irma M
TRANSFORMASI : JURNAL PENGABDIAN PADA MASYARAKAT Vol 4, No 3 (2024): Desember
Publisher : UNIVERSITAS MUHAMMADIYAH MATARAM

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31764/transformasi.v4i3.27666

Abstract

Leadership and conflict management training play a crucial role in strengthening human resource (HR) empowerment within non-profit organizations. This study aims to assess the effectiveness of leadership and conflict management training in enhancing individual capabilities for conflict management and advancing HR potential in non-profit organizations. The method used is Community Service (PKM), with a hands-on approach and periodic competency evaluations. Through this training program, participants are provided with in-depth understanding of conflict dynamics and adaptive leadership techniques that help foster a harmonious and productive work environment. The outcomes of this activity indicate a significant improvement in participants' abilities to manage conflicts, enhance team collaboration, and actively contribute to the organization's goals. This training program is expected to serve as an effective model for HR empowerment in other non-profit organizations.
Analysis of the Mediation Role of Career Adaptability In the Relationship Between Emotional Intelligence and Achievement Motivation For Generation Z Students in West Kalimantan Ginting, Sunardi
Aptisi Transactions On Technopreneurship (ATT) Vol 4 No 3 (2022): November
Publisher : Pandawan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.34306/att.v4i3.281

Abstract

This research involves all students of Generation Z who study in West Kalimantan as a population. The questionnaire was designed in google-form and distributed using snowball sampling technique through WhatsApp, Telegram and Line social media, resulting in 6,721 responses. The selection process from the total responses decided 5,178 respondents were eligible and fit the research targets, while 1,543 others were dropped because some were studying outside West Kalimantan and some were still in high school. The age of the respondents spread from 19 to d. 23 years old and by gender, 1,890 of them were male and 3,288 were female. The campuses where they study are spread out at Tanjungpura University, Widya Dharma University, IKIP PGRI, Polnep, Panca Bhakti University, Kapuas Sintang University, Muhamadyah University and other campuses in West Kalimantan. The collected data was processed using WarpPls version 6. The results of data processing and testing stated that all research hypotheses were acceptable. Acceptance of the hypothesis is the basis for researchers to draw conclusions that emotional intelligence variables and career adaptability variables are positive and significant shapers for achievement motivation, emotional intelligence variables are positive and significant shapers for career adaptability, career adaptability variables are a partial mediation in the relationship between emotional intelligence and achievement motivation in generation Z students in West Kalimantan when facing face-to-face lectures after the COVID-19 pandemic.
A STUDY ON THE RELATIONSHIP BETWEEN PERFORMANCE MANAGEMENT AND EMPLOYEE RETENTION IN START-UP COMPANIES Ginting, Sunardi; Retnowati, Eli; Aslichah, Aslichah; Rahayu, Betty; Mere, Klemens
Journal of Economic, Bussines and Accounting (COSTING) Vol 7 No 5 (2024): Journal of Economic, Bussines and Accounting (COSTING)
Publisher : Institut Penelitian Matematika, Komputer, Keperawatan, Pendidikan dan Ekonomi (IPM2KPE)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31539/costing.v7i6.12950

Abstract

This literature review examines the relationship between performance management and employee retention in start-up companies. In the competitive landscape of start-ups, retaining talented employees is crucial for sustaining growth and innovation. Effective performance management systems, which include regular feedback, clear performance metrics, and employee development opportunities, have been identified as vital components in enhancing employee satisfaction and loyalty. This study synthesizes findings from various research articles published post-2019, highlighting how robust performance management practices can lead to improved employee engagement and retention rates. Furthermore, it explores the unique challenges faced by start-ups in implementing these systems, such as limited resources and evolving organizational cultures. By analyzing the interplay between performance management and retention strategies, this review provides insights for start-up leaders seeking to foster a committed workforce. The findings underscore the importance of aligning performance management initiatives with employee expectations and organizational goals to create a sustainable business environment. Future research should focus on sector-specific studies to further elucidate the dynamics of performance management in diverse start-up contexts.
ORGANIZATIONAL CITIZENSHIP BEHAVIOR GURU GEN Z: PERAN ETHICAL LEADERSHIP, PERCEIVED ORGANIZATIONAL SUPPORT, DAN JOB AUTONOMY MELALUI WORK ENGAGEMENT Lim, Albert Theriono; Lianto, Lianto; Ginting, Sunardi
Jurnal Ekonomi Integra Vol 15, No 1 (2025): Vol 15, No 1 (2025): Jurnal Ekonomi Integra
Publisher : STIE 'INDONESIA' Pontianak

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.51195/iga.v15i1.389

Abstract

Penelitian ini mengkaji pengaruh Ethical Leadership, Perceived Organizational Support, dan Job Autonomy terhadap Organizational Citizenship Behavior (OCB) pada guru Generasi Z, dengan Work Engagement sebagai variabel mediasi. Generasi Z, yang lahir antara tahun 1997 hingga 2012, mencakup 27,94% dari total populasi Indonesia. Penelitian ini melibatkan 82 responden, yaitu guru Generasi Z di sekolah Katolik dan Kristen swasta di Pontianak, mencakup berbagai jenjang pendidikan. Pendekatan kuantitatif digunakan dengan pengumpulan data melalui kuesioner, yang dianalisis menggunakan teknik Structural Equation Modelling (SEM) dengan software WarpPLS 7.0. Hasil penelitian menunjukkan bahwa Ethical Leadership, Perceived Organizational Support, dan Job Autonomy berpengaruh positif dan signifikan terhadap OCB melalui Work Engagement. Temuan ini menekankan pentingnya meningkatkan faktor-faktor tersebut untuk mendorong Work Engagement yang pada akhirnya akan meningkatkan OCB pada guru Generasi Z. Penelitian ini memberikan wawasan praktis bagi para pengelola sekolah serta kontribusi teoretis untuk memahami dinamika OCB dalam konteks ini.
The influence of work life balance and work environment on turnover intention mediated by job stress in gen z employees in Pontianak City Jepri, Labensius Sudanuro; Ginting, Sunardi
International Journal of Enterprise Modelling Vol. 19 No. 1 (2025): January: Enterprise Modelling
Publisher : International Enterprise Integration Association

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35335/emod.v19i1.109

Abstract

Competitive work environments often trigger work stress, which negatively impacts employee performance and increases turnover intention. This condition requires effective stress management strategies to maintain productivity and reduce turnover rates. This study aims to analyze the impact of work stress management strategies on employee performance and turnover intention in a competitive work environment. The method used is a quantitative approach with a survey of 200 employees from various industries who face high work pressure. Data were analyzed using multiple regression models to measure the effect of stress management strategy variables on performance and turnover intention. The results showed that the implementation of effective stress management strategies, such as employee welfare programs, time management, and communication skills training, significantly improved employee performance and decreased turnover intention. The implication of this study is the importance of companies to design and implement sustainable stress management programs as part of organizational policies to create a healthy and productive work environment.
The role of work overload on turnover intention and job stress as an intervening variable in gen Z employees in Pontianak City Orianhoi, Albertus Leodesto; Ginting, Sunardi
International Journal of Enterprise Modelling Vol. 19 No. 1 (2025): January: Enterprise Modelling
Publisher : International Enterprise Integration Association

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35335/emod.v19i1.110

Abstract

The phenomenon of high turnover intention in a competitive work environment is a significant challenge for organizations, especially when work overload and job stress become dominant factors that influence employees' decisions to leave their jobs. This study aims to analyze the direct and indirect effects of work overload on turnover intention through the mediation of job stress. Using a quantitative approach, data was collected through a survey of 250 respondents from various industrial sectors in urban Indonesia, and analyzed using structural equation modeling (SEM) techniques. The results showed that work overload has a positive and significant influence on job stress and turnover intention, with job stress acting as a partial mediator in the relationship. The practical implications of these findings indicate the importance of organizations in managing employee workload and creating a supportive work environment to reduce job stress and improve employee retention. This study has limitations in geographically and sectorally limited sample coverage, so further studies with a more comprehensive approach are proposed to strengthen the generalizability of the results as well as explore other factors that may moderate the relationship between variables.
The Effect Of Training, Communication On Turnover Intention Mediated By Job Satisfaction In Gen Z Employees In Pontianak City Ambong, Ambong; Ginting, Sunardi
International Journal of Enterprise Modelling Vol. 19 No. 1 (2025): January: Enterprise Modelling
Publisher : International Enterprise Integration Association

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35335/emod.v19i1.111

Abstract

This study examines the effect of job training, communication on turnover intention mediated by job satisfaction in the Gen Z workforce in Pontianak City with 208 respondents. This research is quantitative in nature which uses snow ball technique in data collection. The data obtained is processed using WarpPLS 8.0. The results of this study indicate that job training, communication has a significant positive effect on turnover intention, job satisfaction has a significant negative effect on turnover intention, job training, communication has a significant positive effect on job satisfaction, and job satisfaction can significantly mediate the effect of job training, communication on turnover intention.
The influence of work family conflict on turnover intention mediated by burnout on gen-Z employees in Pontianak Revialdo, Nathanael; Ginting, Sunardi
International Journal of Enterprise Modelling Vol. 19 No. 2 (2025): May: Enterprise Modelling
Publisher : International Enterprise Integration Association

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35335/int.jo.emod.v19i2.140

Abstract

The high rate of turnover intention among Generation Z, especially in Pontianak City, is a serious concern for organizations, as it can disrupt work stability and productivity. One of the main factors that trigger the intention to leave a job is the conflict between work and family roles (Work-Family Conflict), which often leads to burnout. This study aims to analyze the effect of Work-Family Conflict on Turnover Intention, either directly or indirectly through the mediation of burnout. This research uses a quantitative approach with 152 Gen Z respondents who work in Pontianak City, and analyzed using Structural Equation Modeling-Partial Least Squares (SEM-PLS) through WarpPLS 8.0 software. The results showed that Work-Family Conflict has a positive and significant effect on Burnout, and both Work-Family Conflict and Burnout have a significant positive effect on Turnover Intention. In addition, burnout also proved to be a significant mediating variable in the relationship between Work-Family Conflict and Turnover Intention. These findings provide important implications for organizations in designing work policies that support work-family balance and burnout prevention strategies to reduce turnover intention among young employees.
IMPROVING TEACHER PERFORMANCE THROUGH JOB SATISFACTION AS A MEDIATOR OF SERVANT LEADERSHIP AND SELF-EFFICACY Prawiro, Wendy; Lianto; Ginting, Sunardi
Management and Sustainable Development Journal Vol. 7 No. 1 (2025): Management and Sustainable Development
Publisher : Department of Management - Institut Shanti Bhuana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.46229/msdj.v7i1.1030

Abstract

This research seeks to examine and validate the influence of Servant Leadership and Self-Efficacy approaches on teacher performance within educational institutions, with perceived support for job satisfaction serving as a mediating variable. The quantitative approach was selected to fulfill the aforementioned research objectives. This study involved 116 teacher respondents from schools managed by the Yayasan Pendidikan Gembala Baik Pontianak. This associative study gathered primary data using questionnaires employing saturated sampling methods. The collected data were analyzed utilizing the method with WarpPLS 7.0. This study revealed that Servant Leadership and Self-Efficacy, mediated by job satisfaction, have a favorable and significant influence on performance. The research demonstrated that Servant Leadership and Self-Efficacy have a favorable and significant impact on job satisfaction, while Servant Leadership alone did not significantly affect performance. Managers of educational institutions are encouraged to implement Servant Leadership and Self-Efficacy to enhance job happiness, hence elevating teacher performance.
The Influence of Work Environment and Work-Life Balance on Teacher Performance with Motivation as a Mediator Soepardi, Johannes; Lianto, Lianto; Ginting, Sunardi
Jurnal Economic Resource Vol. 8 No. 1 (2025): March-August
Publisher : Fakultas Ekonomi & Bisnis Universitas Muslim Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57178/jer.v8i1.1774

Abstract

This study aims to analyze the mediating role of work motivation in the influence of the work environment and work-life balance on the performance of teachers and employees. The research was conducted at SMK Santa Monika Sungai Raya using a quantitative approach and survey method. Data were collected through questionnaires distributed to teachers and employees and then analyzed using WarpPLS-based Structural Equation Modeling (SEM). The research results show that the work environment and work-life balance have a positive and significant effect on motivation, with path coefficients of 0.493 (p = 0.001) and 0.501 (p < 0.001), respectively. The work environment also has a significant effect on performance (β = 0.438; p = 0.004). This research also indicates a weak significance for the mediating role of the motivation variable (β = 0.229; p = 0.092). In this mediation model, it was found that work-life balance does not have a direct effect on performance (β = 0.183; p = 0.148).
Co-Authors Amar, Irwan Ambong, Ambong Anantadjaya, Samuel PD Aslichah, Aslichah Diantoro, Karno Jepri, Labensius Sudanuro Khaerunnisa, Fahruni Klemens Mere Lara, Lara Lianto Lim, Albert Theriono Nawangwulan, Irma M Orianhoi, Albertus Leodesto Prawiro, Wendy Rahayu, Betty Rakhmawati, Eni Rakkang, Yayu Retnowati, Eli Revialdo, Nathanael RR Roosita Cindrakasih Setyawan, Antonius Ary Soepardi, Johannes Suseno Valentina Valentina, Valentina