Garuda - Garba Rujukan Digital

Perceived Diversity, Inclusive Leadership, and Discrimination: The Mediating Role of Inclusion on Employee Well-Being Syauqi Pinandito; Muafi Muafi
Reviu Akuntansi, Manajemen, dan Bisnis Vol 5 No 2 (2025): Desember
Publisher : Penerbit Goodwood

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/rambis.v5i2.6360

Purpose: This study examines how perceived diversity, inclusive leadership, and discrimination impact employee well-being, with employee inclusion as a mediator. It highlights the importance of inclusive leadership and the absence of discrimination for positive workplace outcomes and addresses the limited research on these relationships in Indonesia. Research Methodology: This study employed a quantitative survey design. Data were collected from 206 permanent employees of PT XYZ Bekasi using purposive sampling. The data were analyzed using structural equation modeling partial least squares (SEM-PLS) with SmartPLS 4 to assess both direct and indirect relationships among the variables. Results: Perceived diversity does not significantly affect employee inclusion. Inclusive leadership positively impacts both inclusion and well-being, while discrimination negatively affects inclusion. Employee inclusion positively influences well-being and mediates the effects of leadership and discrimination on well-being, but not the effect of perceived diversity. Conclusions: Employee inclusion plays a crucial role in enhancing employee well-being, particularly through inclusive leadership practices and discrimination reduction. Perceived diversity alone is insufficient to foster inclusion or well-being without supportive organizational practices. Limitations: This study was limited to a single organization and employed a cross-sectional design, which may restrict the generalizability and causal interpretation of the findings. Contributions: This study contributes to the literature by highlighting employee inclusion as a key psychological mechanism linking inclusive leadership and discrimination to employee well-being in diverse organizational settings in Indonesia.

Green Training and Innovation in Giriloyo Batik MSMEs: The Roles of Green Culture, Human Capital Naili Fithriyah; Muafi Muafi
Reviu Akuntansi, Manajemen, dan Bisnis Vol 5 No 2 (2025): Desember
Publisher : Penerbit Goodwood

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/rambis.v5i2.6361

Purpose: This study examines the effect of Green Training (GT) on Green Innovation (GI) by incorporating the mediating roles of Green Organizational Culture (GOC) and Green Human Capital (GHC) in batik micro, small, and medium enterprises (MSMEs) located in Giriloyo, Bantul, DIY. Research Methodology: A quantitative research design was employed using a survey method. Data were collected through structured questionnaires distributed to owners and employees of batik MSMEs in Giriloyo. The collected data were analyzed using partial least squares–structural equation modeling (PLS-SEM) to test the direct and mediating relationships among variables. Results: The results indicate that Green Training has a positive and significant effect on Green Organizational Culture and Green Human Capital. Furthermore, both GOC and GHC significantly mediate the relationship between GT and green innovation, indicating that green-oriented internal capabilities play a crucial role in transforming training initiatives into sustainable innovation outcomes. Conclusions: This study confirms that effective green training enhances environmentally oriented organizational culture and strengthens green-related human capital, which in turn fosters green innovation among batik MSMEs. Limitations: This study was limited to batik MSMEs in Giriloyo, Bantul, which may constrain the generalizability of the findings to other sectors or regions. Contributions: This research contributes to green human resource management (GHRM) literature by clarifying the mechanisms through which GT influences green innovation. Practically, it offers insights for batik MSMEs in designing sustainability-oriented human resource development strategies.

The Effects of Well-Being and Work Motivation on Service Quality: The Mediating Role of Job Satisfaction Musahadatus Sifa; Muafi Muafi; Faizal Madya
Reviu Akuntansi, Manajemen, dan Bisnis Vol 5 No 2 (2025): Desember
Publisher : Penerbit Goodwood

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/rambis.v5i2.6381

Purpose: The purpose of this study is to examine and analyse the effect of well-being and work motivation on employee service quality with the mediating role of employee job satisfaction in the Dinas Pendidikan, Pemuda, dan Olahraga (DINDIKPORA) Rembang Regency Methodology/approach: This study uses a quantitative approach with latent variable model analysis on 122 employees of the DINDIKPORA Rembang Regency Results: Well-being positively affects service quality (p=0.000; ?=0.408), and work motivation also positively affects service quality (p=0.000; ?=0.408). Well-being (p=0.000; ?=0.465) and work motivation (p=0.000; ?=0.498) both positively affect job satisfaction. However, job satisfaction does not affect service quality (p=0.140; ?=0.138) and does not mediate the effect of well-being on service quality (p=0.165; ?=0.064) and the effect of work motivation on service quality (p=0.162; ?=0.069). Conclusions: Well-being and work motivation improve service quality and job satisfaction. However, job satisfaction does not affect service quality and, therefore, cannot act as a mediator. Limitations: This study was limited to non-teaching staff at DINDIKPORA Rembang and did not cover other relevant variables. The results show that 47.5% of service quality is influenced by the research variables, whereas the remaining 52.5% is influenced by other factors. Contributions: This study shows that service quality in public organizations is more influenced by well-being and work motivation than job satisfaction, and provides managerial implications for the DINDIKPORA Rembang Regency

Analisis Pengaruh Work Overload, Work-Family Conflict terhadap Job Embeddedness: Peran Mediasi Employee Engagement Alfian Tazky Ridhiawan; Muafi Muafi
Jurnal Ilmu Manajemen Terapan Vol. 7 No. 4 (2026): Jurnal Ilmu Manajemen Terapan (Maret - April 2026)
Publisher : Dinasti Review Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/jimt.v7i4.8048

Retensi karyawan masih menjadi isu penting dalam industri konstruksi karena tingginya tuntutan pekerjaan dan ketidakseimbangan antara pekerjaan dan kehidupan pribadi. Penelitian sebelumnya telah banyak mengkaji pengaruh tuntutan pekerjaan terhadap sikap karyawan, namun masih terbatas penelitian yang mengeksplorasi peran employee engagement sebagai mekanisme mediasi yang menghubungkan work overload dan work–family conflict dengan job embeddedness. Oleh karena itu, penelitian ini bertujuan untuk menganalisis pengaruh work overload dan work–family conflict terhadap job embeddedness dengan employee engagement sebagai variabel intervening pada karyawan perusahaan konstruksi. Penelitian ini menggunakan pendekatan kuantitatif dengan metode survei. Populasi penelitian adalah karyawan yang bekerja pada perusahaan konstruksi, dengan teknik pengambilan sampel menggunakan purposive sampling. Kriteria responden adalah karyawan proyek konstruksi yang telah bekerja minimal satu tahun. Jumlah sampel dalam penelitian ini sebanyak 212 responden. Data dikumpulkan melalui penyebaran kuesioner menggunakan skala Likert lima poin dan dianalisis menggunakan Structural Equation Modeling–Partial Least Squares (SEM-PLS) dengan bantuan SmartPLS 3.0. Hasil penelitian menunjukkan bahwa work overload dan work–family conflict berpengaruh negatif dan signifikan terhadap employee engagement. Selanjutnya, employee engagement berpengaruh positif dan signifikan terhadap job embeddedness. Work overload juga berpengaruh negatif dan signifikan terhadap job embeddedness, sedangkan work–family conflict tidak berpengaruh signifikan terhadap job embeddedness. Selain itu, employee engagement terbukti memediasi hubungan antara work overload dan job embeddedness serta hubungan antara work–family conflict dan job embeddedness. Temuan ini menegaskan pentingnya peran employee engagement dalam memperkuat keterikatan karyawan terhadap organisasi. Penelitian ini memberikan kontribusi pada literatur dengan menyediakan bukti empiris mengenai peran mediasi employee engagement dalam hubungan antara tuntutan pekerjaan dan job embeddedness pada konteks industri konstruksi. Secara praktis, perusahaan disarankan untuk mengelola beban kerja yang berlebihan serta mendorong keseimbangan antara pekerjaan dan kehidupan pribadi guna meningkatkan employee engagement dan memperkuat job embeddedness karyawan.

A Qualitative Study on the Dynamics of Direct Feedback from Supervisors on Employee Performance Improvement at PT Wangsa Jatra Lestari Najwa Shafira Devina; Muafi Muafi
Danadyaksa: Post Modern Economy Journal Vol. 4 No. 1 (2026): Post Modern Economy Journal
Publisher : Yayasan Pendidikan Islam Bustanul Ulum Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar

This research entitled A Qualitative Study on the Dynamics of Direct Feedback from Supervisors on Employee Performance. Improvement at PT Wangsa Jatra Lestari is a study that discusses the Role of direct feedback from supervisors in supporting employee performance. improvement. It aims to observe: (1) the forms and processes of direct feedback provided by supervisors to employees; (2) the factors influencing the effectiveness of feedback in improving performance.; and (3) employees’ perceptions toward the feedback received. This qualitative research used a case study approach and the data were collected through in-depth interviews and documentation. The informants consisted of management and employees who were directly involved in the feedback process. The data validity was tested using credibility and source triangulation. The data analysis technique was conducted through data reduction, data presentation, and drawing conclusions systematically. The results of this research showed that direct feedback from supervisors plays an important Role in improving employee performance., in terms of work quality, timeliness, accuracy, and work motivation. The forms of feedback consist of positive, corrective, and Developmental feedback delivered directly through face-to-face communication and daily work activities. The effectiveness of feedback is influenced by the clarity of delivery, timing of feedback, interpersonal relationships between supervisors and employees, and the communication skills of supervisors in conveying messages appropriately. Employees’ perceptions toward feedback tend to be positive as it helps them understand mistakes, improve work methods, increase self-confidence, and strengthen working relationships with supervisors. The findings also indicate several obstacles, including the absence of written standard operating procedures (SOP) regarding feedback, differences in employee characteristics and understanding, as well as variations in supervisors’ communication abilities in delivering feedback.

Title

Found 5 Documents
Search

Abstract

Abstract

Abstract

Abstract

Abstract

Title Search

Found 5 Documents Search

Abstract

Abstract

Abstract

Abstract

Abstract

Title

Found 5 Documents
Search