Article Per Year (5 Year)
p-Index From 2021 - 2026
0.61
P-Index
This Author published in this journals
All Journal EQIEN - JURNAL EKONOMI DAN BISNIS Dinasti International Journal of Education Management and Social Science Moestopo International Review on Social, Humanities, and Sciences (MIRSHuS)
Meliala, Janita S
Unknown Affiliation
Humanities Decision Sciences, Operations Research & Management Education Languange, Linguistic, Communication & Media Social Sciences

Published : 3 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 3 Documents
Search

 1 
Gaya Kepemimpinan, Lingkungan Kerja Terhadap Kinerja Pegawai Dan Motivasi Kerja Sebagai Variabel Intervening Di Upt Daerah Perhubungan Laut: Gaya Kepemimpinan, Lingkungan Kerja Terhadap Kinerja Pegawai Dan Motivasi Kerja Sebagai Variabel Intervening Aprianto, Risano Rian; Ariadi, Wa; Meliala, Janita S
Eqien - Jurnal Ekonomi dan Bisnis Vol 13 No 04 (2024): Eqien - Journal of Economics and Business
Publisher : Fakultas Ekonomi dan Bisnis Universitas Islam DR KH EZ Mutaqien

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.34308/eqien.v13i04.1913

Abstract

Leadership style, work environment on employee performance and work motivation are always hot topics discussed in all academic circles. Leadership style is always associated with the behavior or attitude of a leader influencing his subordinates, motivating them so that they can work better. The study aims to determine and analyze the leadership style and work environment that directly or indirectly influence through work motivation on employee performance at the Merauke Sea Transportation Regional Upt. This study used a sample of 127 people. The analysis tool used is Smath PLS. The results of this study indicate that the direct influence of leadership style (GKp) on employee performance (KP) is positive and significant with a probability level (P-Value) of 0.001. For the direct influence of the work environment variable (LK) on employee performance (KP) has a probability (p-Value) of 0.019, meaning that the p-value is smaller than the alpha level of 0.05, so it can be said that the work environment (LK) has a significant effect on employee performance (KP). The work motivation variable (MK) on employee performance (KP) shows that it has a negative and insignificant effect on employee performance (KP). The leadership style variable (GKp) on work motivation (MK) shows that it has a negative and significant effect on work motivation (MK). The work environment variable (LK) on work motivation (MK) shows a positive and significant effect. The results of the indirect influence analysis show that work motivation cannot emphasize or strengthen leadership style and work environment on employee performance.
IMPACT OF FLEXIBLE WORK, TECHNOSTRESS ON PERFORMANCE WITH SUPERVISOR SUPPORT AS A MODERATING VARIABLE Turmudi; Meliala, Janita S; Widokarti, Joko Rizkie
Moestopo International Review on Social, Humanities, and Sciences Vol. 5 No. 1 (2025)
Publisher : Universitas prof. Dr. Moestopo (Beragama)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32509/mirshus.v5i1.87

Abstract

After the COVID-19 pandemic, many organizations asked employees to return to conventional work arrangements. However, the worsening air quality in DKI Jakarta led the government to implement a work from home policy for civil servants. Concerns have arisen about the performance of civil servants if work from home a form of flexible working arrangement, is implemented permanently. Thus, this research is performed to investigate the influence of flexible working arrangement on performance, incorporating technostress as an independent variable and supervisor support as a moderating variable. Using a quantitative method, 507 civil servants in DKI Jakarta who experienced flexible working arrangement for at least six months participated in the study. Data were collected via an online questionnaire and analyzed using multiple regression and moderation regression methods. The results revealed that flexible working arrangement positively and significantly influences employee performance. Technostress negatively and significantly affects performance. Supervisor support strengthens the positive impact of flexible working arrangement on performance, but its moderating effect on technostress is non-significant. Thus, while flexible working arrangement improves performance, and technostress hinders it, the negative impact of technostress can be mitigated by supervisor support, reducing its significance. This research underscores the importance of balancing flexible work arrangements with adequate supervisor support to enhance civil servants' performance.
Female Employee Engagement as a Mediator of the Influence of Leadership, Empowerment, and Organizational Climate on Employee Performance in the Narcotics Enforcement Unit of Customs and Excise Toumahuw, Novi Yohanes; Rekarti, Endi; Meliala, Janita S
Dinasti International Journal of Education Management and Social Science Vol. 7 No. 3 (2025): Dinasti International Journal of Education Management and Social Science (Febru
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijemss.v7i3.6085

Abstract

This study stems from the growing importance of female employees in the Narcotics Enforcement Unit of the Directorate General of Customs and Excise (DGCE), particularly as drug-related offenses involving women continue to rise. In this context, leadership, employee empowerment, and organizational climate are considered key factors that may shape employee engagement and, ultimately, job performance. The purpose of this research is to examine how these organizational factors influence the engagement and performance of female employees working in narcotics enforcement units within DGCE. A quantitative research design was employed using Structural Equation Modeling. The measurement model was validated through Confirmatory Factor Analysis, and hypothesis testing was conducted using PLS-SEM. Data were collected from 211 female employees through a structured questionnaire, and all research instruments were tested for reliability and validity prior to data analysis. The findings reveal that leadership and organizational climate significantly affect employee performance through the mediating role of engagement. In contrast, employee empowerment does not show a significant effect on performance when mediated by engagement. These results are supported by measurement indicators that demonstrated strong validity and reliability. The study highlights the importance of strengthening leadership quality and fostering a supportive organizational climate to enhance engagement and improve the performance of female employees in narcotics enforcement. These insights may guide DGCE management in developing human resource strategies that are more responsive to the unique needs and contributions of women in high-risk enforcement environments.
Co-Authors Aprianto, Risano Rian Ariadi, Wa Endi Rekarti, Endi Joko Rizkie Widokarti Toumahuw, Novi Yohanes Turmudi