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All Journal Journal of Economic, Bussines and Accounting (COSTING) Jurnal Ekonomi Integra Aptisi Transactions on Technopreneurship (ATT) Jurnal Mantik Jurnal Ekonomi Manajemen Sistem Informasi Jurnal Ilmiah Manajemen Kesatuan Management and Sustainable Development Journal Dinasti International Journal of Economics, Finance & Accounting (DIJEFA) Economics and Digital Business Review Quantitative Economics and Management Studies Journal La Sociale TRANSFORMASI : JURNAL PENGABDIAN PADA MASYARAKAT Jurnal Minfo Polgan (JMP) Golden Ratio of Human Resource Management Jurnal Ilmiah MEA (Manajemen, Ekonomi, dan Akuntansi) Paradoks : Jurnal Ilmu Ekonomi Amkop Management Accounting Review (AMAR) International Journal of Enterprise Modelling West Science Social and Humanities Studies Majapahit Journal of Islamic Finance dan Management Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah Majapahit Journal of Islamic Finance dan Management JER IQTISHADUNA: Jurnal Ilmiah Ekonomi Kita Jurnal Ekonomi, Bisnis & Entrepreneurship (e-Journal)
Sunardi Ginting
Universitas Widya Dharma Pontianak
Agriculture, Biological Sciences & Forestry Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Engineering Environmental Science Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Mathematics Public Health Social Sciences Transportation

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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).
The Role of Professionalism as a Mediator of the Influence of Emotional Intelligence and Perceived Organizational Support on Employee Performance Lara, Lara; Lianto, Lianto; Ginting, Sunardi
Amkop Management Accounting Review (AMAR) Vol. 5 No. 1 (2025): January - June
Publisher : Sekolah Tinggi Ilmu Ekonomi Amkop Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37531/amar.v5i1.2656

Abstract

This study aims to explore and confirm the role of professionalism as a mediator of the influence of emotional intelligence and perceived organizational support on employee performance at the Human Resources Development and Personnel Agency in Landak Regency. The research method used in this study is the associative research method. The sampling technique used was saturated sampling involving 62 respondents. The data collection technique employed a questionnaire. The data collected were processed using SEM (Structural Equation Modeling) with WarpPLS 7.0 software. This study found that emotional intelligence did not have a significant effect on employee performance, perceived organizational support had a significant effect on employee performance, emotional intelligence had a significant effect on professionalism, organizational support had a significant effect on professionalism, and professionalism had a significant effect on mediating the relationship between emotional intelligence and perceived organizational support on employee performance
Peran Kepuasan Kerja Dalam Mengurangi Efek Negatif Beban Kerja Terhadap Employee Engagement Terhadap Karyawan Gen-Z di Coffee Shop Kota Pontianak Valentina, Valentina; Ginting, Sunardi
Paradoks : Jurnal Ilmu Ekonomi Vol. 8 No. 4 (2025): Agustus - Oktober
Publisher : Fakultas Ekonomi, Universitas Muslim Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57178/paradoks.v8i4.1899

Abstract

Pada era saat ini beban kerja sering menjadi pengaruh terhadap keterlibatan para pekerja Gen-Z. Penelitian ini menguji pengaruh beban kerja terhadap employee engagement yang dimediasi oleh kepuasan kerja pada karyawan Gen Z di coffe shop kota Pontianak dengan jumlah responden sebanyak 201 orang. Sampel diambil menggunakan snowball sampling sehingga memperoleh data penelitian kuantitatif ini. Data diolah menggunakan WarpPLS 7.0. Hasil penelitian beban kerja berpengaruh positif dan signifikan terhadap employee engagement, kepuasan kerja  berpengaruh positif dan signifikan terhadap employee engagement, dan kepuasan kerja dapat memediasi pengaruh beban kerja terhadap employee engagement secara signifikan.
Analysis of Conflict Management and Internal Communication on Employee Satisfaction in Creative Industries in Indonesia Ginting, Sunardi; Amar, Irwan; Palupiningtyas, Dyah; Khaerunnisa, Fahruni; Rakkang, Yayu
West Science Social and Humanities Studies Vol. 2 No. 07 (2024): West Science Social and Humanities Studies
Publisher : Westscience Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58812/wsshs.v2i07.1081

Abstract

This study examines the impact of conflict management and internal communication on employee satisfaction within the creative industries in Indonesia. Utilizing a quantitative research design, data were collected from 150 employees using a structured questionnaire featuring a Likert scale ranging from 1 to 5. The analysis was conducted using Structural Equation Modeling-Partial Least Squares (SEM-PLS 3) to test the proposed hypotheses. The findings indicate that effective conflict management significantly enhances employee satisfaction, with clear and consistent internal communication further amplifying this effect. Additionally, internal communication was found to moderate the relationship between conflict management and employee satisfaction, highlighting its critical role in fostering a positive work environment. These results suggest that fostering a harmonious work environment and promoting transparent communication channels are crucial for improving employee satisfaction in the creative sector. This study contributes to the literature by providing empirical evidence on the relationships between conflict management, internal communication, and employee satisfaction, offering valuable insights for practitioners and policymakers aiming to enhance organizational performance in the creative industries.
The Impact of Flexible Work Policies on Gen Z Employee Satisfaction and Retention: A Multi-Industry Analysis Eli Retnowati; Sunardi Ginting; Asnawi; Klemens Mere; Ahmad Jumarding
Dinasti International Journal of Economics, Finance & Accounting Vol. 5 No. 3 (2024): Dinasti International Journal of Economics, Finance & Accounting (July - August
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijefa.v5i3.2987

Abstract

The adoption of flexible work policies has emerged as a pivotal strategy in contemporary workplaces, particularly affecting Generation Z (Gen Z) employees. This study investigates the impact of flexible work policies on Gen Z employee satisfaction and retention across multiple industries. Drawing on a comprehensive literature review, this research synthesizes existing findings to identify key factors influencing Gen Z's perception of flexible work arrangements, such as remote work options, flexible hours, and autonomy in task management. The analysis explores how these policies contribute to enhanced job satisfaction and reduced turnover intentions among Gen Z workers. Furthermore, this study examines industry-specific variations in the implementation and effectiveness of flexible work policies, considering sectors ranging from technology to healthcare. Insights gained from this research not only underscore the significance of flexibility in contemporary workforce management but also provide practical recommendations for organizations seeking to optimize Gen Z employee satisfaction and retention strategies.
Increasing employee engagement through self-efficacy in Gen Z employees at coffee shops in Pontianak City Sutilara, Erodea Exsi; Ginting, Sunardi
Jurnal Mantik Vol. 9 No. 3 (2025): November: Manajemen, Teknologi Informatika dan Komunikasi (Mantik)
Publisher : Institute of Computer Science (IOCS)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35335/mantik.v9i3.6727

Abstract

This study aims to analyse the role of self-efficacy as a moderator variable in the influence of role conflict on employee engagement of Generation Z employees working in coffee shops in Pontianak City. This study aims to examine how self-efficacy functions as a moderator variable in the relationship between role conflict and employee engagement among Generation Z workers in coffee shops in Pontianak City. The background of this study is based on the phenomenon of the younger generation's increasing involvement in the workforce, especially in the coffee shop industry, which demands high flexibility and adaptability. This study employs a quantitative approach, involving a total of 201 respondents. The sampling technique employed the snowball sampling method, and data analysis was facilitated by WarpPLS software version 7.0. The study's results indicate that role conflict has a positive and significant impact on employee engagement. In addition, self-efficacy has been proven to strengthen the relationship between role conflict and employee engagement, such that individuals with higher levels of self-efficacy are still able to exhibit more optimal commitment, motivation, and involvement despite facing role conflict in the workplace. Theoretically, this study contributes to the understanding of self-efficacy as a moderating factor that enhances engagement under conditions of role conflict. Practically, the findings provide insights for coffee shop managers to design interventions that enhance Gen Z employees’ self-efficacy, thus improving engagement even in high-stress environments.
Improving Gen Z Employee Retention through Work–Life Balance with Employee Engagement as a Mediating Variable Nardi, Fransiskus Rio; Ginting, Sunardi
Golden Ratio of Human Resource Management Vol. 6 No. 1 (2026): August - February
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v6i1.1774

Abstract

A high employee turnover rate can lead to substantial losses in both productivity and costs for a company. Therefore, organizations must prioritize employee retention and consider the factors that influence it. This study examines the effect of work–life balance on employee retention, the effect of employee engagement on employee retention, and the mediating role of employee engagement in the relationship between work–life balance and the retention of Generation Z employees working in coffee shops in Pontianak. Data were collected using Google Forms and a snowball sampling technique. The data were analyzed using WARPPLS 7.0, with 221 coffee shop employees in Pontianak serving as respondents. The results show that work–life balance has a significant positive effect on both employee engagement and employee retention. Furthermore, employee engagement has a significant positive effect on employee retention and significantly mediates the relationship between work–life balance and employee retention. The findings of this study contribute to the development of knowledge, particularly in human resource management, by providing insights into the relationship between work–life balance and employee retention, as well as the mediating role of employee engagement.
The Role of Work-Life Balance in Improving The Performance of Generation Z Employees Carolus, C.; Ginting, Sunardi
Golden Ratio of Human Resource Management Vol. 6 No. 1 (2026): August - February
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v6i1.1781

Abstract

Failing to effectively manage and establish clear boundaries between work and home life priorities often leads to decreased employee performance. Therefore, a work-life balance is essential for every employee to achieve maximum work results. Therefore, an organization must effectively leverage this policy to achieve its goals sustainably. This study examines the relationship between work-life balance variables and employee self-efficacy and performance, with a particular focus on intervening factors among Gen Z employees in Pontianak City, Indonesia. This research aims to investigate and identify the impact of self-efficacy on the performance of Gen Z employees in coffee shops in Pontianak City, with work-life balance serving as an intervening variable. A total of 208 respondents completed the research questionnaire, with seven individuals excluded from the analysis due to incomplete responses. This study employed a quantitative approach and utilised snowball sampling. This study used WarpPLS to analyse data via mediation models. Research findings show that self-efficacy has a positive and significant relationship with employee performance. Findings related to the work-life balance variable have a significant contribution to employee performance. The correlation between self-efficacy variables mediated by work-life balance can have a significant impact on employee performance.
Enhancing Employee Retention Through the Moderating Effects of Organizational Justice and Work–Life Balance Among Employees of Three-Star Hotels in Pontianak City Ginting, Sunardi
IQTISHADUNA: Jurnal Ilmiah Ekonomi Kita Vol 14 No 2 (2025): IQTISHADUNA: Jurnal Ilmiah Ekonomi Kita - December
Publisher : LPPM ISNJ Bengkalis

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.46367/iqtishaduna.v14i2.2654

Abstract

This study examines the effect of role conflict on employee retention, moderated by organizational justice and work-life balance, based on data collected from 250 randomly selected respondents from 14 three-star hotels in Pontianak City. Based on the average responses, it can be concluded that the participants experienced a high level of role conflict, held positive perceptions of organizational justice and work-life balance, and also reported high levels of retention. Overall, the hypotheses of this study are supported. Role conflict is found to be a significant negative predictor of employee retention, while organizational justice and work-life balance are significant positive predictors. Regarding the moderating effects, both moderating variables significantly influence the relationship between role conflict and employee retention. Specifically, organizational justice weakens the negative impact of role conflict on employee retention, whereas work-life balance unexpectedly strengthens the negative effect of role conflict on retention. When the direct and moderating effects were examined at the indicator level, only 2 out of 4 indicators of organizational justice and 3 out of 4 indicators of work-life balance were found to be significant predictors of employee retention. Furthermore, only 3 out of 4 organizational justice indicators and 1 out of 4 work-life balance indicators significantly moderated the relationship between role conflict and employee retention. Among the indicators tested, informational justice and interference of personal life with work emerged as the strongest predictors of employee retention. To improve the quality of future research, it is recommended to conduct analyses based on generational cohorts, as each generation tends to hold different perspectives regarding the variables examined in this study.
Leadership Authority Research Trends and Issues 2000-2003: A Bibiliometric Analysis Ginting, Sunardi; Naim, Sidrotun; Asrarudin, Asrarudin; Dhamayanti, Sylvia Kartika; Nuraeni, Yayang Ayu
Journal La Sociale Vol. 7 No. 1 (2026): Journal La Sociale
Publisher : Borong Newinera Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37899/journal-la-sociale.v7i1.2598

Abstract

Authoritatian leadership as a way to push others to do something within a group to achieve a goal. The main objective of this study is to identify trends and directions in research on leadership authority in organizations through a systematic review of previous studies using bibliometrics analysis. In addition, this study also identifies key topic clusters and explores research trends from recent years. The sample used consists of 593 articles sourced from the Scopus and Crossref databates, obtained through the Publish or Perish software and analyzed using VOSviewer. The analysis results reveal that nine clusters were identified, with authority and leadership emerging as the most dominant topics. However, to support the novelty of the research, several supporting factors related to leadership authority are needed, such as connections to educations aspect, healthcare and leadership transformation, which are among the most frequantly studied aspects of leadership authority. Research trends over the years show a shift in focus from the theoretical framework of leadership authority. The analysis of research opportunities indicates that there is still ample room for further studies, especially on how theory relates to practice and how leadership systems, including authoritarian leadership styles are implemented. Overall, this analysis offers a comprehensive perspective and provides new directions for future research, contributing to the development of more sustainable and efficient solutions.
Co-Authors Ahmad Jumarding Amar, Irwan Ambong, Ambong Anantadjaya, Samuel PD Aslichah, Aslichah Asnawi Asrarudin, Asrarudin Carolus, C. Fahruni Khaerunnisa Frisilia Monika Tia Hugo Fostin Hokianto Irwan Amar Jepri, Labensius Sudanuro Karno Diantoro Khaerunnisa, Fahruni Klemens Mere Klemens Mere Krisdayanti Lara, Lara Lianto Lim, Albert Theriono Magdalena Melen Maria Fatima Nitu Muhamad Wanda Irfan Maulana Naim, Sidrotun Nardi, Fransiskus Rio Nawangwulan, Irma M Orianhoi, Albertus Leodesto Palupiningtyas, Dyah Penina Apriani Rahayu, Betty Rakhmawati, Eni Rakkang, Yayu Retnowati, Eli Revialdo, Nathanael Ritna Kurnia Roy Mubarak RR Roosita Cindrakasih Sandra Endang Suci Octora Setyawan, Antonius Ary Simião de Andrade Martins Soepardi, Johannes Suseno Sutilara, Erodea Exsi Sylvia Kartika Dhamayanti Valentina Valentina, Valentina Wendy Prawiro Yayang Ayu Nuraeni Yayu Rakkang Yayu Rakkang Yopita, Yopita