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All Journal Jurnal Manajemen dan Organisasi Jurnal Manajemen Terapan dan Keuangan Jurnal Manajemen Teori dan Terapan EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis Asia-Pacific Management and Business Application Publikauma : Jurnal Administrasi Publik Universitas Medan Area Jurnal Ekonomi dan Bisnis Syntax Literate: Jurnal Ilmiah Indonesia JRB-Jurnal Riset Bisnis JIMFE (Jurnal Ilmiah Manajemen Fakultas Ekonomi) Ekonomi dan Bisnis Business Innovation and Entrepreneurship Journal JPEK (Jurnal Pendidikan Ekonomi dan Kewirausahaan) Management Studies and Entrepreneurship Journal (MSEJ) Journal of Environmental Science and Sustainable Development Jurnal Manajemen Universitas Bung Hatta Journal of Government and Politics (JGOP) Cendekia Niaga Jurnal Manajemen dan Usahawan Indonesia Smart Society: Community Service and Empowerment Journal Journal of Business, Social and Technology Eduvest - Journal of Universal Studies IIJSE Jurnal Manajemen dan Usahawan Indonesia
Putri Mega Desiana
Departemen Manajemen, Fakultas Ekonomi Dan Bisnis, Universitas Indonesia, Kampus Baru UI, Depok
Aerospace Engineering Arts Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Energy Environmental Science Health Professions Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Neuroscience Social Sciences Other

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Linking Inclusive Leadership, Workplace Spirituality, and Innovative Work Behaviour to Job Performance: An Empirical Study in Public Sector Aldita Kusuma Rahmi; Putri Mega Desiana
Journal of Theoretical and Applied Management (Jurnal Manajemen Teori dan Terapan) Vol. 16 No. 3 (2023)
Publisher : Universitas Airlangga

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.20473/jmtt.v16i3.50976

Abstract

Objective: This study investigates the relationship between inclusive leadership and workplace spirituality by the mediating role of innovative work behaviour on the job performance of public service employees. Design/Methods/Approach: This study involved 904 public sector employees. Data were collected via an online survey using a 7-point Likert scale. The sampling method employed was non-probability and purposive sampling based on predefined criteria. The collected data was analyzed using Lisrel 8.80 through Structural Equation Modelling (SEM) weighted least squares (WLS) estimation. Findings: The results indicate that inclusive leadership and workplace spirituality positively and significantly impact innovative work behaviour and job performance. Additionally, innovative work behaviour has a positive and significant impact on job performance. Meanwhile, innovative work behaviour acted as a partial mediator in the relationship between inclusive leadership and job performance and workplace spirituality and job performance. Originality/Value: Research in public organizations has predominantly treated innovative work behaviour as a dependent variable influenced by organizational environmental factors. There has been a notable absence of studies examining innovative work behaviour as an independent variable within the context of public organizations. Concurrently, despite evidence in several studies indicating the impact of a spiritual climate on innovative work behaviour, such an investigation remains unexplored within the realm of public organizations. Practical/Policy implication: The public sector is advised to foster a climate conducive to workplace spirituality by encouraging the uniqueness and capabilities of employees to nurture a sense of meaning in their work. Moreover, public organizations should nurture leaders with inclusive leadership abilities, such as openness, accessibility, and availability, to stimulate employee innovation.
FUZZY AHP TO PRIORITIZE STRATEGY FOR SOCIAL ENTERPRISES’ SUSTAINABILITY Desiana, Putri Mega; Maarif, M. Syamsul; Puspitawati, Herien; Rachmawati, Riani
Journal of Environmental Science and Sustainable Development Vol. 5, No. 1
Publisher : UI Scholars Hub

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

Abstract

Social Enterprise (SE) is an exciting phenomenon. Many SEs carry out activities that might be avoided by ordinary businesses pursuing profit but instead become the main targets of SE activities that have a social mission. Thus, building SE sustainability is more difficult because the problems are complex, and most SE is MSME with resource constraints. SE should be able to pick the best strategies, considering their limited resources and changing demand from the ecosystem. This research aims to formulate the priority strategies for SE sustainability. This research employs both qualitative and quantitative research methods. Three key factors and ten elements for the sustainability of SE were derived from the literature study, survey findings, and interviews with SE experts and SE players. Using the Fuzzy AHP method, the choice of strategies is combined with the opinions of experts based on existing factors. The findings are as follows. The top four strategy ranks are innovation, collaboration, and adaptive to the changing needs of society and leveraging their resources. Therefore, this research concludes that innovation should be the priority to achieve the sustainability of SE. The primary strategy must be carried out is collaborative innovation to respond to changing social needs.
Servant Leadership and Innovative Work Behavior: The Mediation Role of Flow at Work and Trust Rifa Rahmah Edyawati, Dhea; Mega Desiana, Putri
Jurnal Manajemen dan Organisasi Vol. 15 No. 1 (2024): Jurnal Manajemen dan Organisasi
Publisher : IPB University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29244/jmo.v15i1.52430

Abstract

Competitiveness in the context of digital business encourages companies to continuesly innovate in their daily operations to achieve market dominance and adapt to changes in environmental forces and competitor strategies. Innovative Work Behavior (IWB) of employees is considered to be an important element for companies to carry out sustainable innovation. This research aims to determine the influence of Servant Leadership (SEL) on IWB as well as the mediating role of Flow at Work (FAW) and Trust (TR) between the relationship between SEL and IWB. This research used the survey of 247 employees from digital business companies using Structural Equation Modeling (SEM) as a data analysis method. The research results show that the majority of employees working in digital business companies feel that their desire to engage in innovative behavior is influenced by the role of their supervisor who demonstrate servant leadership characteristics as well as a feeling of flow that makes employees feel total involvement in completing their work. SEL plays a significant role in increasing employee IWB and FAW is proven to partially mediated the relationship between SEL and IWB. Meanwhile, in the indirect effect of TR, it was identified that TR did not mediate the relationship between SEL and IWB. This research is expected to provide insights for company HR management in increasing the active role of employees' innovative behavior in the workplace.
STRIVING FOR EXCELLENCE: STUDY OF READINESS TO ORGANIZATIONAL CHANGE IN THE TAX AUTHORITY OF INDONESIA Hahotan, Siregar Minardo Resky; Desiana, Putri Mega
Ekonomi dan Bisnis Vol 10 No 2 (2023): EKONOMI DAN BISNIS
Publisher : Fakultas Ekonomi dan Bisnis, Universitas Pembangunan Nasional Veteran Jakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35590/jeb.v10i2.7188

Abstract

The restructuring of organizational structure, along with the improvement of workflow and business processes within the public sector organizations, is conducted to achieve effective and efficient governance. This research utilizes social exchange theory to examine the influence of internal communication satisfaction and perceived organizational support on employee’s readiness to change, mediated by employee engagement to support the renewal of organization in the public sector in Indonesia. The data analysis results from 387 respondents from the Tax Authority employees show that 7 hypotheses have a positive and significant influence, while 3 hypotheses are found to be not significant. The data were gathered via a survey method by sending online questionnaires to the respondents. Using the Lisrel 8.8 program, structural equation modeling (SEM) was used to test the hypotheses.
Human Resource Management Practices and Job Performance Under Investigation: Mediating Role of Job Satisfaction and Employee Value Proposition Kurniawan, Harisnu; Desiana, Putri Mega
Jurnal Manajemen Teori dan Terapan| Journal of Theoretical and Applied Management Vol. 17 No. 2 (2024)
Publisher : Universitas Airlangga

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.20473/jmtt.v17i2.53161

Abstract

Objective: This study investigates the influence of human resource management practices on job performance by mediating job satisfaction and employee value proposition among state-owned enterprise company employees. Design/Methods/Approach: This study was analyzed using an explanatory research approach with quantitative data collected through structured questionnaires involving 396 employees. Path Analysis was employed to investigate the research data using the Structural Equation Model and LISREL as statistical data processing tools. Findings: The results show that human resource management practices do not directly, positively, and significantly impact job performance in the company. However, the findings indicate a significant favorable influence of Human Resource Management Practices on Job Performance by mediating Job Satisfaction and Employee Value Proposition. Originality/Value: The existing literature highlights the unclear relationship between Human Resource Management Practices and Job Performance, often resembling a 'black box,' emphasizing the necessity to identify mediating variables operating through unexplained mechanisms. This study contributes to the existing literature by investigating the mediation role of employee value proposition alongside job satisfaction and explaining the relationship between human resource management practices and job performance in a state-owned enterprise. Practical/Policy implication: The state-owned enterprise company is advised to improve job satisfaction and perceived employee value proposition to increase job performance. Specifically, the state-owned enterprise company should improve its human resource management practices by providing better job stability and competitive salaries and incentives.
Predicting Gen Z’s Intention to Stay: The Role of Workplace Fun, Psychological Capital, and Work Engagement Mufidawati, Handwita; Desiana, Putri Mega
Jurnal Manajemen Teori dan Terapan| Journal of Theoretical and Applied Management Vol. 17 No. 3 (2024)
Publisher : Universitas Airlangga

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.20473/jmtt.v17i3.57273

Abstract

Objective: This study aims to investigate the influence of workplace fun and psychological capital on Gen Z employees' intention to stay, and investigate the role of work engagement as a mediator in the relationship between the proposed variables. Design/Methods/Approach: Purposive sampling was used in this study. Data were obtained through an online survey distributed cross-sectionally, and 341 Gen Z employees working in Jabodetabek participated. The relationship between variables was analyzed through structural equation modeling (SEM) using Lisrel 8.51. Findings: The findings in this study show that workplace fun, psychological capital, and work engagement have a direct positive effect on intention to stay. Workplace fun and psychological capital also have a direct positive impact on work engagement. Furthermore, work engagement partially mediates the relationship between workplace fun and intention to stay, as well as psychological capital and intention to stay. Originality/Value: This research enriches the study of Gen Z in the workplace, focusing on the factors influencing Gen Z employees to stay. Furthermore, all industries and businesses from various sectors face the arrival of Gen Z, who will gradually become the primary workforce. The findings of this study extend the study of Gen Z employees within the scope of organizations from various sectors. Practical/Policy implication: Managers and organizations must foster a positive work environment with workplace fun to encourage Gen Z employees' willingness to stay. Furthermore, organizations must design appropriate ways to cultivate and preserve Gen Z employees' psychological capital and work engagement levels. This can be accomplished by offering innovative training and development, advancing career prospects, and involving Gen Z employees in achieving organizational objectives.
The Effect of Job Flexibility and Job Burnout on Turnover Intention Thoyibah, Vike Mawadathan; Desiana, Putri Mega
JPEK: Jurnal Pendidikan Ekonomi dan Kewirausahaan Vol 8 No 3 (2024): JPEK (Jurnal Pendidikan Ekonomi dan Kewirausahaan)
Publisher : Universitas Hamzanwadi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29408/jpek.v8i3.29039

Abstract

Job flexibility and job burnout are one of the reasons why employees choose to resign from the workplace which ultimately causes turnover in the company. This study aims to test, analyze, and prove the effect of job flexibility and job burnout on employee satisfaction and its relationship with turnover in startup companies. This study method applied quantitative research design. The data were collected through electronic surveys addressed to 155 startup employees who get job flexibility from the company. The results showed that job flexibility has a positive effect on job satisfaction and a negative effect on turnover intention. Then, job burnout has a negative effect on job satisfaction and a positive effect on turnover intention. In addition, job satisfaction can mediate job flexibility and job burnout on turnover intention
The role of knowledge management in the impact of leadership and culture on employee performance Sopyan, Hisma Yuliet Abu; Desiana, Putri Mega
Jurnal Ekonomi dan Bisnis Vol. 28 No. 1 (2025)
Publisher : Fakultas Ekonomika dan Bisnis Universitas Kristen Satya Wacana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24914/jeb.v28i1.12648

Abstract

Studi ini mengeksplorasi pengaruh kepemimpinan transformasional dan budaya organisasi terhadap kinerja karyawan, dengan fokus pada peran mediasi manajemen pengetahuan di sektor publik. Penelitian yang dilakukan terhadap 840 pegawai negeri sipil di Organisasi Keuangan Pemerintah Indonesia ini menggunakan survei online pada skala Likert 7 poin dan Structural Equation Modeling (SEM) melalui Lisrel 8.8 untuk analisisnya. Temuan menunjukkan bahwa kepemimpinan transformasional berdampak positif terhadap kinerja, seperti halnya budaya organisasi yang mendukung. Manajemen pengetahuan ditemukan berkorelasi positif dengan prestasi kerja dan sepenuhnya memediasi hubungan antara kepemimpinan transformasional, budaya organisasi, dan kinerja karyawan.  Temuan penelitian ini menyoroti peran penting kepemimpinan transformasional, budaya organisasi, dan manajemen pengetahuan dalam meningkatkan kinerja pegawai di organisasi keuangan pemerintah.
The Influence of Ethical Leadership on Turnover Intention with Mediation of Work-Family Conflict, Work Engagement and Job Satisfaction at Consulting Companies in Jabodetabek Firliana, Anggita; Mega Desiana, Putri
JURNAL MANAJEMEN UNIVERSITAS BUNG HATTA Vol 20 No 2 (2025): Jurnal Manajemen Universitas Bung Hatta
Publisher : Management Department, Faculty of Economics and Business, Universitas Bung Hatta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37301/jmubh.v20i2.28199

Abstract

Internal Social Media and Turnover Intention in Indonesia: The Moderation Role of Toxic Leadership Andrias, Mone Stepanus; Desiana, Putri Mega; Ahyinaa, Gyandra Sekar
Jurnal Manajemen Teori dan Terapan| Journal of Theoretical and Applied Management Vol. 18 No. 2 (2025)
Publisher : Universitas Airlangga

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.20473/jmtt.v18i2.72454

Abstract

Objective: This study aims to investigate the potential moderating effects of toxic leadership on employee turnover intention. The study also investigates the impact of internal social media usage on employee engagement. Design/Methods/Approach: The data for this study consisted of 305 employees, whose information was obtained through online questionnaires. The collected data was then analyzed employing the Structural Equation Model (SEM) using Lisrel 8.8 software. Findings: The findings of this study provide evidence that toxic leadership acts as a moderator in the relationship between internal social media usage and turnover intention. Also, employee engagement acts as a mediator in the relationship between internal social media usage and toxic leadership to turnover intention. Originality/Value: This study builds on previous research on social exchange theory by exploring the connections between internal social media usage and employee engagement, while uniquely examining the moderating role of toxic leadership, an aspect not fully addressed in prior studies. Practical/Policy implication: Companies should leverage internal social media usage to boost employee engagement, which can significantly reduce turnover intention. By fostering better communication and collaboration, ISMU can lead to a more connected, satisfied, and committed workforce.
Co-Authors Afni Felina Adya Agus Setiyo Utomo Ahmad Naufal Darydzaky Ahyinaa, Gyandra Sekar Aji Wibowo Aldita Kusuma Rahmi Anindita Keumalahayati Alkarisya Anna Zahroh Uswatun Chasanah Ardiyanto, Ferdiantoro Asya Anaya Ayu Niken Shafira Putri Cindi, Ramitha Janira Dessy Chrisma Citra Hapsari Domas Mifta Mudita Elaine Violche Acanthus Erikson Turnip Erwis Ade Juliana Nababan Firliana, Anggita Griselda Nabila Fauzi Hahotan, Siregar Minardo Resky Herien Puspitawati Irna Windu Prasetyani Jordan, Muhammad Hazel Khurohman, Akhmad Heni Kurniawan, Harisnu Landatama, Gilang M. Syamsul Maarif Marnoto, Kurnia Yudo Mone Stepanus Andrias Mufidawati, Handwita Mufti, Hafidz Muhammad Yoga Pratama Nadya Alsyifa Mawira Aura Nugroho, Arieko Widyastomo Octaviani, Christy Pardede, Patrick Purba, Elia Yusmaniar Rafif Abdul Aziz Ramitha Janira Cindi Riani Rachmawati Rifa Rahmah Edyawati, Dhea Sarah Juliana Manurung Sopyan, Hisma Yuliet Abu Thoyibah, Vike Mawadathan Vanie Puspitasari Yokhebed Priscilla