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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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Pengaruh Hindrance Stressor Dan Persepsi Dukungan Organisasi Terhadap Kesehatan Fisik Dan Kesehatan Mental: Peran Mediasi Kelelahan Emosional (Studi Pada Pegawai Otoritas Pajak Pusat) Aji Wibowo; Putri Mega Desiana
Management Studies and Entrepreneurship Journal (MSEJ) Vol. 6 No. 4 (2025): Management Studies and Entrepreneurship Journal (MSEJ)
Publisher : Yayasan Pendidikan Riset dan Pengembangan Intelektual (YRPI)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37385/msej.v6i4.8119

Abstract

Berdasarkan studi terdahulu, sektor publik diyakini memiliki karakteristik pekerjaan yang rentan terhadap stress penghambat, yaitu Hindrance Stressor, yang berpengaruh buruk pada kesehatan mental maupun fisik melalui kondisi kelelahan emosional. Otoritas Pajak Pusat, sebagai instansi Aparatur Sipil Negara (ASN) di tingkat pusat, mengalami penurunan jumlah sumber daya manusia sehingga kemungkinan terjadinya stress dan kelelahan emosional semakin besar. Penelitian ini bertujuan untuk mengisi evidence gap terkait pengaruh stres, kelelahan emosional, dan persepsi dukungan organisasi terhadap kesehatan fisik dan mental karyawan sektor publik. Dengan menggunakan data survei terhadap 326 ASN pada Otoritas Pajak Pusat dan metode Structural Equation Modeling, penelitian ini menguji hubungan antara Hindrance Stressor dan kesehatan. Hasil penelitian ini membuktikan teori bahwa Hindrance Stressor berpengaruh negatif terhadap kesehatan fisik dan mental melalui kelelahan emosional dengan Persepsi Dukungan Organisasi sebagai moderator. Penelitian ini memberikan kontribusi terhadap pengembangan teori mengenai stres dalam pekerjaan, burnout, persepsi dukungan organisasi, dan kesehatan, khususnya dalam konteks sektor publik. Penelitian ini diharapkan dapat menjadi dasar bagi organisasi dalam merancang strategi untuk membantu ASN mengelola stres dan kelelahan emosional secara lebih efektif, melalui peningkatan dukungan dan peran organisasi.
The Power of Public Service Motivation as Mediator: Strengthening Servant Leadership and Organizational Culture to Achieve Employee Performance? Domas Mifta Mudita; Putri Mega Desiana
Smart Society Vol. 5 No. 1 (2025): Smart Society
Publisher : FOUNDAE (Foundation of Advanced Education)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58524/smartsociety.v5i1.735

Abstract

Public service motivation is fundamental to the essence of public service. It is supported by the role of servant leadership and organizational culture which are promoted by Indonesian government to enhance employee performance. This study aims to determine the influence of public service motivation mediation on employee performance through servant leadership and organizational culture in Government Educational Organizations (GEO). Data collected through online questionnaire distributed cross-sectionally, and 272 employees of GEO located in Jakarta-Bogor-Depok-Tangerang-Bekasi participated. The relationship between variables was analyzed through structural equation modeling (SEM) using SmartPLS 3. This study finds that public service motivation should be developed in order to improve employee performance through the implementation of organizational culture and servant leadership. Combining servant leadership, organizational culture, and public service motivation allows employees to follow the leader in a supportive environment and perform at their highest level, which helps the organization succeed
MEMBANGUN DUKUNGAN PERILAKU PERUBAHAN : PENGARUH KOMUNIKASI KEPEMIMPINAN EKSEKUTIF KARISMATIK MELALUI MEDIASI KEPERCAYAAN DAN KETERBUKAAN UNTUK PERUBAHAN Landatama, Gilang; Desiana, Putri Mega
Jurnal Manajemen Terapan dan Keuangan Vol. 15 No. 02 (2026): Jurnal Manajemen Terapan dan Keuangan
Publisher : Program Studi Manajemen Pemerintahan dan Keuangan Daerah Fakultas Ekonomi dan Bisnis Universitas Jambi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22437/jmk.v15i02.55370

Abstract

Abstrak Transformasi organisasi melalui kebijakan tata kelola jabatan fungsional di sektor publik memerlukan dukungan perilaku nyata dari pegawai agar dapat berjalan efektif. Penelitian ini bertujuan untuk menganalisis pengaruh charismatic executive leadership communication terhadap behavioral support for change dengan mediasi trust dan openness to change. Data dikumpulkan melalui kuesioner mandiri terhadap 299 pejabat fungsional di lingkungan Otoritas Douane Indonesia dan dianalisis menggunakan Structural Equation Modeling melalui LISREL 8.8. Hasil penelitian menunjukkan bahwa charismatic executive leadership communication, trust, dan openness to change berpengaruh positif dan signifikan terhadap behavioral support for change. Trust dan openness to change memediasi pengaruh charismatic executive leadership communication terhadap behavioral support for change baik secara mandiri maupun berantai. Temuan ini berkontribusi terhadap pengembangan sumber daya manusia dengan menunjukkan pentingnya komunikasi pimpinan karismatik serta peran mediasi kepercayaan dan keterbukaan mental dalam meningkatkan dukungan perilaku pegawai sektor publik. Kata kunci: charismatic executive leadership communication, trust, openness to change, behavioral support for change, sektor publik
MEMBANGUN COMMITMENT TO CHANGE PADA ORGANISASI SEKTOR PUBLIK: PERAN INCLUSIVE LEADERSHIP, PUBLIC SERVICE MOTIVATION DAN JOB SATISFACTION Ardiyanto, Ferdiantoro; Desiana, Putri Mega
Jurnal Manajemen Terapan dan Keuangan Vol. 15 No. 02 (2026): Jurnal Manajemen Terapan dan Keuangan
Publisher : Program Studi Manajemen Pemerintahan dan Keuangan Daerah Fakultas Ekonomi dan Bisnis Universitas Jambi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22437/jmk.v15i02.55548

Abstract

Abstrak Transformasi digital yang diimplementasikan di Organisasi Keuangan Pemerintah menuntut komitmen serta dukungan pegawai dalam menghadapi perubahan organisasi. Dalam konteks tersebut, commitment to change menjadi faktor kunci yang menentukan keberhasilan implementasi perubahan. Penelitian ini bertujuan untuk mengkaji pengaruh inclusive leadership dan public service motivation terhadap commitment to change, dengan peran mediasi job satisfaction. Menggunakan pendekatan kuantitatif, data dikumpulkan melalui kuesioner dari 754 pegawai yang dipilih melalui metode purposive sampling. Lisrel 8.8 digunakan sebagai alat analisis data Structural Equation Modelling. Hasil penelitian menunjukkan bahwa PSM berpengaruh positif signifikan terhadap commitment to change, sedangkan inclusive leadership tidak berpengaruh langsung. Namun, inclusive leadership dan PSM berpengaruh positif terhadap job satisfaction, dan job satisfaction terbukti memediasi hubungan keduanya terhadap commitment to change. Commitment to change lebih dipengaruhi oleh faktor psikologis internal pegawai, khususnya job satisfaction dan public service motivation, sehingga organisasi perlu memperkuat job satisfaction dan public service motivation untuk mendukung keberhasilan transformasi digital di Organisasi Keuangan Pemerintah.  Kata kunci: kepemimpinan inklusif, kepuasan kerja, komitmen perubahan, motivasi pelayanan public.
MENJEMBATANI KEPEMIMPINAN INKLUSIF DAN KETERIKATAN KERJA: PERAN RASA AMAN PSIKOLOGIS DAN KOMITMEN ORGANISASIONAL AFEKTIF PADA PEGAWAI SEKTOR PUBLIK Purba, Elia Yusmaniar; Desiana, Putri Mega
Jurnal Manajemen Terapan dan Keuangan Vol. 15 No. 02 (2026): Jurnal Manajemen Terapan dan Keuangan
Publisher : Program Studi Manajemen Pemerintahan dan Keuangan Daerah Fakultas Ekonomi dan Bisnis Universitas Jambi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22437/jmk.v15i02.55903

Abstract

Abstrak Penelitian ini bertujuan menganalisis pengaruh kepemimpinan inklusif terhadap keterikatan kerja pegawai sektor publik dengan rasa aman psikologis dan komitmen organisasional afektif sebagai variabel mediasi. Penelitian ini menggunakan pendekatan kuantitatif dengan desain cross-sectional. Sampel penelitian terdiri atas 191 pegawai JFU dan JFT pada enam Kantor Wilayah Organisasi Hukum Negara di Pulau Jawa. Data dikumpulkan melalui kuesioner daring dan dianalisis menggunakan Partial Least Squares Structural Equation Modeling (PLS-SEM). Hasil penelitian menunjukkan bahwa kepemimpinan inklusif tidak berpengaruh langsung secara signifikan terhadap keterikatan kerja. Namun, kepemimpinan inklusif berpengaruh positif dan signifikan terhadap rasa aman psikologis dan komitmen organisasional afektif. Selanjutnya, rasa aman psikologis dan komitmen organisasional afektif berpengaruh positif terhadap keterikatan kerja serta terbukti memediasi hubungan antara kepemimpinan inklusif dan keterikatan kerja. Temuan ini menegaskan bahwa kepemimpinan inklusif lebih efektif dalam mendorong keterikatan kerja ketika mampu membangun rasa aman psikologis dan memperkuat keterikatan emosional pegawai terhadap organisasi, khususnya dalam konteks restrukturisasi organisasi sektor publik.  Kata kunci: kepemimpinan inklusif; keterikatan kerja; rasa aman psikologis; komitmen organisasional afektif; sektor public
The Effect of Employee Adaptation to STARA (Smart Technology, Artificial Intelligence, Robotics and Algorithm) with Service Performance Mediated by Job Crafting, Job Insecurity, and Work Engagement Afni Felina Adya; Putri Mega Desiana
Eduvest - Journal of Universal Studies Vol. 5 No. 8 (2025): Eduvest - Journal of Universal Studies
Publisher : Green Publisher Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59188/eduvest.v5i8.52070

Abstract

This research investigates the impact of employee adaptation to STARA (Smart Technology, Artificial Intelligence, Robotics, and Algorithm) on service performance, considering the mediating roles of job crafting, job insecurity, and work engagement. Employing an explanatory quantitative approach with Structural Equation Modeling (SEM), data were collected from 249 frontline employees in Jabodetabek who interact with customers and utilize STARA in their work. The results reveal that STARA awareness as a challenge appraisal positively influences service performance, whereas hindrance appraisal has a negative effect. Work engagement and job crafting significantly mediate the positive relationship between challenge appraisal and service performance, while job insecurity exacerbates the negative impact of hindrance appraisal. The study offers theoretical contributions by clarifying adaptive mechanisms to STARA in the service sector. Practically, it suggests organizations enhance training and psychological support to boost work engagement, implement job crafting programs to reduce job insecurity, and adopt clear communication strategies to position STARA as an opportunity rather than a threat.
FLOURISHING TOWARD INNOVATION: HOW AUTHENTIC LEADERSHIP AND WORKPLACE SPIRITUALITY SHAPE INNOVATIVE BEHAVIOR IN INDONESIAN MINING COMPANY Anindita Keumalahayati Alkarisya; Putri Mega Desiana
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 9 No 2 (2026): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v9i2.9980

Abstract

The mining industry in Indonesia faces global challenges and demands for downstreaming. This condition causes the need to increase competitiveness through continuous innovation. Innovation in the organization stems from the existence of individual innovative work behavior, which can be influenced by leadership style and positive conditions in the work environment. This study aims to analyze the influence of authentic leadership and workplace spirituality on innovative work behavior, with employee flourishing as a mediating variable. This study uses a quantitative approach with a survey method of 151 employees at one of the mining companies in Indonesia. Data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) technique. The results showed that workplace spirituality had the strongest influence on employee flourishing and innovative work behavior. Authentic leadership also has a significant effect on innovative work behavior and employee flourishing. Employee flourishing in this study was shown to play a mediating role in the relationship between workplace spirituality and innovative work behavior. However, no mediating role of employee flourishing was found in the relationship between authentic leadership and innovative work behavior. The results of this study reinforce the applicability of broaden-and-build and job-demands resources theories, which state that positive emotions and respectful relationships in organizations can build psychological resources that can support innovation.
Nurturing Service-Oriented Organizational Citizenship Behavior Through Inclusive Leadership : The Mediating Role Of Employee Work Engagement Among Zillennial Employees In Public Sector Institutions Agus Setiyo Utomo; Putri Mega Desiana
Cendekia Niaga Vol. 10 No. 1 (2026): Jurnal Cendekia Niaga : Trade and Development Studies
Publisher : Pusat Pengembangan Kompetensi Aparatur Perdagangan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52391/jcn.v10i1.1106

Abstract

The increasing dominance of Millennials and Generation Z in the public-sector workforce highlights the need to understand the behavioral dynamics of Zillennials, a micro-generation that blends characteristics of both cohorts. This study examines the influence of inclusive leadership on Service-Oriented Organizational Citizenship Behavior (SO-OCB) and assesses the mediating role of employee work engagement among Zillennial civil servants in Indonesia. Using a quantitative explanatory design, data were collected from 294 respondents through a cross-sectional online survey and analyzed using PLS-SEM (SmartPLS 4). The results show that inclusive leadership positively affects both employee work engagement and SO-OCB, with employee work engagement acting as a significant mediator. The indirect effect of inclusive leadership on SO-OCB via employee work engagement is stronger than the direct effect, underscoring engagement as a central psychological mechanism shaping service-oriented extra-role behavior. These findings align with Social Exchange Theory, suggesting that supportive and participatory leadership fosters reciprocal contributions that enhance public service quality. The study contributes to a growing body of literature on younger public servants and offers practical insights for strengthening leadership practices and engagement strategies in Indonesia’s public institutions
ANALYSIS OF FACTORS THAT INFLUENCE THE TURNOVER INTENTION OF LAYOFF SURVIVOR EMPLOYEES Rafif Abdul Aziz; Putri Mega Desiana
JIMFE (Jurnal Ilmiah Manajemen Fakultas Ekonomi) Vol 10, No 1 (2024): Vol 10, No. 1 (2024)
Publisher : Universitas Pakuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.34203/jimfe.v10i1.9398

Abstract

ABSTRACTThis study aims to analyze the influence of job insecurity and perceived organizational support on turnover intention, with employee involvement as a mediating variable. The research sample is employees who experienced layoffs in the 2021-2023. The research was conducted on 163 people who survived layoffs and worked in technology companies. Data collection is done by filling out questionnaires distributed via Google Forms media. The results of this study indicate that job insecurity and perceptions of organizational support have a direct and significant effect on turnover intentions among employees who survive layoffs. Employee involvement also mediates these two variables with turnover intention. This study is expected to help technology companies deal with remaining employees after layoffs. Companies can reduce the possibility of employees wanting to leave the company by increasing employee enthusiasm.ABSTRAKPenelitian ini bertujuan untuk menganalisis pengaruh job insecurity dan perceived organizational support terhadap turnover intention dengan employee engagement sebagai variabel mediasi. Sampel penelitian adalah karyawan yang tidak mengalami pemutusan hubungan kerja pada periode tahun 2021-2023. Riset dilakukan terhadap 163 layoff survivor yang bekerja di perusahaan teknologi. Pengumpulan data melalui pengisian kuesioner yang disebarkan melalui media Google Forms. Hasil penelitian ini menunjukkan bahwa job insecurity dan perceived organization support berpengaruh langsung dan signifikan terhadap turnover intention pada karyawan yang selamat dari layoff. Employee engagement juga mampu memediasi kedua variabel tersebut dengan turnover intention. Studi ini diharapkan dapat membantu perusahaan teknologi untuk menangani karyawan yang tersisa setelah terjadi pemutusan hubungan kerja. Perusahaan dapat mengurangi kemungkinan karyawan ingin keluar dari perusahaan dengan cara meningkatkan semangat karyawan dalam bekerja.
High Performance Work Systems and Civil Servant Performance: Mediating Roles of Psychological Empowerment, Emotional Exhaustion, and Affective Commitment Dessy Chrisma Citra Hapsari; Putri Mega Desiana
Journal of Theoretical and Applied Management Vol. 19 No. 2 (2026)
Publisher : Universitas Airlangga

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.20473/jmtt.v19i2.91674

Abstract

Objective: This study examines how perceived High Performance Work Systems (HPWS) are associated with civil servant performance through three theoretically distinct employee states: psychological empowerment, emotional exhaustion, and affective commitment. The study distinguishes cognitive-motivational, energetic depletion, and relational pathways to better explain the employee-level mechanisms linking HPWS with performance. Design/Methods/Approach: A quantitative cross-sectional design was employed using survey data from 397 civil servants in an Indonesian public-sector organization. The hypothesized relationships were analyzed using Covariance-Based Structural Equation Modeling (CB-SEM) with LISREL 8.80. Findings: Perceived HPWS was positively associated with psychological empowerment and affective commitment and negatively associated with emotional exhaustion. Psychological empowerment was positively associated with employee performance, whereas emotional exhaustion showed a negative association. In contrast, the direct relationship between HPWS and employee performance and the relationship between affective commitment and performance were not statistically significant. Mediation analysis showed significant indirect effects of HPWS on employee performance through psychological empowerment and emotional exhaustion, whereas the indirect effect through affective commitment was not significant. Supplementary CB-SEM bootstrapping confirmed the same pattern of mediation results. Originality/Value: This study contributes to the HRM black-box literature by distinguishing three theoretically different employee states rather than treating employee responses to HPWS as a single mechanism. Psychological empowerment and emotional exhaustion are examined as cognitive-motivational and energetic states informed by the Job Demands-Resources perspective, while affective commitment is examined as a relational state informed by Social Exchange Theory. The findings suggest that these employee states may differ in their observed associations with performance. Practical/Policy implication: Public-sector managers should strengthen HR practices that support employee competence, participation, autonomy, and role clarity while remaining attentive to emotional exhaustion. The findings also caution against assuming that stronger affective commitment alone will necessarily translate into higher employee performance.
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