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Sugiono, Edi

Universitas Nasional

Author-ID : 871575

Religion Agriculture, Biological Sciences & Forestry Arts Humanities Computer Science & IT Decision Sciences, Operations Research & Management Earth & Planetary Sciences Economics, Econometrics & Finance Education Engineering Environmental Science Health Professions Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Materials Science & Nanotechnology Mathematics Medicine & Pharmacology Public Health Social Sciences Other

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From Boss to Buddy: How Servant Leadership and Talent Management Make Employees Go the Extra Mile Sari, Santi Retno; Sugiono, Edi; Nurwulandari, Andini
Indonesian Journal of Business, Accounting and Management Vol. 8 No. 1 (2025)
Publisher : Sekolah Tinggi Ilmu Ekonomi Indonesia Jakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36406/ijbam.v8i01.38

This study aims to analyze the influence of servant leadership and talent management on employee thriving, and to test the moderating role of talent management in strengthening the relationship between servant leadership and thriving. Utilizing a quantitative approach with data collected from 143 employees across banking, commerce, and education sectors in Jakarta, this research employed PLS-SEM for data analysis. The findings indicate that both servant leadership and talent management have a significant positive effect on employee thriving. However, contrary to the hypothesis, talent management does not moderate the relationship between servant leadership and thriving. This suggests that while both are critical resources that independently contribute to employee growth and vitality, they operate through distinct mechanisms without a synergistic interaction. The results are discussed through the lens of Conservation of Resources (COR) Theory, highlighting the practical implications for leaders and HR practitioners to simultaneously yet independently develop both leadership quality and talent systems to foster a thriving workforce.

TALENT MANAGEMENT STRATEGIES TO IMPROVE EMPLOYEE PERFORMANCE AT BARANTIN Akhmad Alfaraby; Edi Sugiono; Lijan Poltak Sinambela
International Journal of Social Science Vol. 5 No. 3 (2025): October 2025
Publisher : Bajang Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53625/ijss.v5i3.11387

The development of an organization is inseparable from the support of both internal and external stakeholders, with human resource management (HRM) playing a critical strategic role in achieving organizational objectives. In the modern competitive environment, Talent Management (TM) has emerged as a key HRM practice to attract, develop, retain, and position individuals with the right skills to drive organizational success. This study aims to examine the effect of Talent Management strategies on Employee Performance (EP) at the Indonesian Quarantine Agency (Barantin). Drawing on theories from Collings and Mellahi (2009) and other prior research, the study emphasizes the importance of aligning TM initiatives with institutional goals to enhance productivity and service quality. A quantitative research method was applied, with data collected through purposive sampling from 160 employees. The analysis used Structural Equation Modeling (SEM) via SmartPLS to test the measurement and structural models. The R² value for EP was 0.819, indicating that Talent Management explains 81.9% of the variance in Employee Performance, while the Q² value of 0.689 confirms strong predictive relevance. Hypothesis testing results show a path coefficient of 0.905, a t-statistic of 43.460, and a p-value of 0.000, indicating a very strong, positive, and statistically significant effect of Talent Management on Employee Performance. The discussion highlights that systematic talent acquisition, targeted training and development, performance-based appraisal systems, and structured career pathways substantially contribute to enhancing work quality and productivity at Barantin. The findings align with previous studies in both public and private sectors, confirming that well-implemented TM strategies improve engagement, retention, and organizational outcomes. The exceptionally high correlation found in this study suggests that Barantin’s TM practices are highly customized to its operational needs, enabling effective skill utilization and superior performance. These results underscore the strategic importance of TM in public sector institutions and provide practical insights for policymakers and HR practitioners aiming to strengthen workforce capabilities.

THE IMPACT OF ETHICAL LEADERSHIP, INNOVATION ADOPTION, AND CREATIVITY ON COMPANY PERFORMANCE IN FAST FASHION INDUSTRY Muchlison, Sonny; Sugiono, Edi; Lestari, Rahayu
Multidisciplinary Indonesian Center Journal (MICJO) Vol. 2 No. 4 (2025): Vol. 2 No. 4 Edisi Oktober 2025
Publisher : PT. Jurnal Center Indonesia Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62567/micjo.v2i4.1211

This study examines the impact of ethical leadership, innovation adoption, and creativity on company performance within Indonesia's fast-fashion industry. As the industry faces increasing scrutiny regarding sustainability and social responsibility, understanding the relationships between these organizational capabilities becomes crucial for competitive advantage. Using a quantitative methodology, this research employed saturated sampling of 87 managers from fast-fashion companies across major Indonesian cities including Jakarta, Bandung, Surabaya, and Medan. Data were analyzed using SmartPLS 4.0 through Partial Least Squares Structural Equation Modeling (PLS-SEM). The measurement model demonstrated strong reliability and validity, with all constructs exceeding recommended thresholds for Cronbach's Alpha (0.832-0.873), Composite Reliability (0.883-0.911), and Average Variance Extracted (0.603-0.671). Discriminant validity was confirmed through Fornell-Larcker criterion and HTMT ratios below 0.85. The findings reveal that ethical leadership, innovation adoption, and creativity function as complementary organizational resources that collectively enhance company performance rather than operating in isolation. These results provide empirical evidence for the synergistic effects of leadership behavior, technological orientation, and creative capacity in driving organizational success. The study contributes to management literature by demonstrating the integrated nature of these capabilities and offers practical guidance for fast-fashion companies seeking sustainable competitive advantage through ethical practices, systematic innovation, and creative organizational cultures.

The Influence of Intrinsic Motivation, Non-Physical Work Environment, and Organizational Culture on Job Satisfaction and Its Impact on Work Commitment Hakim, Abdul; Sugiono, Edi; Nurwulandari, Andini
Journal of World Science Vol. 2 No. 8 (2023): Journal of World Science
Publisher : Riviera Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58344/jws.v2i8.383

This study aims to determine and analyze the influence of intrinsic motivation, non-physical work environment and organizational culture on job satisfaction and their impact on the organizational commitment of non-government employees at the Ministry of Manpower RI Head Office. The method used in this study is quantitative. The types of data used in this research are primary and secondary. The population used in this study were Government Employees, Non-Civil Servants at the head office of the Ministry of Manpower of the Republic of Indonesia, totaling 416 employees. The results of this study indicate that his study highlights the crucial importance of intrinsic motivation, the non-physical work environment, and organizational culture in shaping job satisfaction and organizational commitment among PPNPN employees. Specifically, intrinsic motivation significantly impacts job satisfaction and organizational commitment, while the non-physical work environment and organizational culture play significant roles in enhancing job satisfaction. Furthermore, job satisfaction itself emerges as a key driver of organizational commitment, emphasizing its significance within the Ministry of Manpower of the Republic of Indonesia, job satisfaction, work commitment.

Blockchain Technology for Employee Verification and Background Checks in the Human Resources Recruitment Process Aditia Putra Hamid; Edi Sugiono; Hasanudin
International Journal of Educational and Life Sciences Vol. 2 No. 7 (2024): July 2024
Publisher : MultiTech Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59890/ijels.v2i7.2294

Blockchain technology offers an innovative solution for employee verification and background checks in the human resources (HR) recruitment process. This research aims to explore the application of blockchain technology in employee verification and background checks in the human resource (HR) recruitment process through prototype development and evaluation. This research methodology uses a qualitative approach with a focus on prototype design and testing. With a decentralised and transparent system, blockchain can reduce costs, increase trust, and protect personal data. The results show that the adoption of blockchain in recruitment can optimise operational efficiency and minimise the risk of data fraud.

THE ROLE OF ORGANISATIONAL COMMITMENT AS A MEDIATING VARIABLE BETWEEN JOB COMPETENCE AND EMPLOYEE PERFORMANCE Acang Nurachman; Edi Sugiono; Suryono Efendi
International Journal of Social Science Vol. 5 No. 4 (2025): December 2025
Publisher : Bajang Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53625/ijss.v5i4.11902

This study aims to examine the role of organizational commitment as a mediating variable between work competence and employee performance at the Indonesian Agricultural Quarantine Agency. In a competitive business environment, human resource management becomes a key factor in achieving organizational excellence. Work competence is considered an important factor in enhancing performance, yet employees’ emotional attachment to the organization also plays a vital role in optimizing their contributions. The study adopts a quantitative approach with explanatory research methods and employs Partial Least Squares (PLS) analysis to test the relationships among variables. The results show that work competence significantly influences organizational commitment (coefficient 0.762, T statistic 13.579) and employee performance (coefficient 0.417, T statistic 10.175). Organizational commitment also has a significant effect on employee performance (coefficient 0.578, T statistic 14.550). Moreover, organizational commitment is proven to be a significant mediating variable in the relationship between work competence and employee performance (coefficient 0.440, T statistic 8.909). These findings are supported by social exchange theory and the psychological contract, as well as prior studies such as Meyer and Allen (1991) and Mowday et al. (1979), although other research has shown varying results depending on organizational context. The study concludes that improving work competence must be accompanied by strategies to strengthen organizational commitment in order to achieve optimal employee performance. The practical implication is that organizations should create a supportive work environment, provide recognition for employee competence, and foster strong emotional bonds with employees.

Co-Authors Abdul Hakim Acang Nurachman Achmadi Achmadi Afrianus, Erya Aghnia Wulandari Agustina, Lutvi Sri Aini, Aini Akhmad Alfaraby Al-Afgani, Jamaluddin Alamsah Alfaraby, Akhmad Alwan, Bahtiar Andi Wijanarko ANDINI NURWULANDARI Andini Nurwulandari Andini Nurwulandari Andini Wulandari Anggit Purwanto Ardhiansyah, Rizki Perdana Arpan Dadi Aspita, Merlina Bahtiar Alwan Beniawan, Apris Christiani Junita Darmadi Darmadi Dermanti, Estorina Lambok Dina Oktofarita Hidayat Dining, Yuniarta Dita Nurul Aini Mustika Dewi Efendi, Sugito Efendi, Suryono Effendi, Suryono Eko Budianto EKO WAHYUDI Estorina Lambok Dermanti Farial Balqis Flavianus Ridwan Jojong Jojong Gloria Ida Lumban Tobing Gustiawan, Deni Hamid, Aditia Putra Haris Dharma Persada Hasanudin Hasanudin Hasanudin Hasanudin Hasanudin Hendryadi Hendryadi Hibatullah, Muhammad Rafif Hidayat, Dina Oktofarita Iskandarmanto, Moch Jamaluddin Al-Afgani Jojong, Flavianus Ridwan Jojong Joko Suhariyanto Joko Susilo Joko Susilo Karmilah, Siti Kustian, Hendri Kusumaningrum, Anisa Putri Lijan Poltak Sinambela Mandacan, Obelani Marcelia, Elizabeth Masdaryanto, Masdaryanto Meilad Fitriana Muchlison, Sonny Muhamad Febriyadi Muhammad Alwi Nandang Supriantna Nova Anggraini Nurhasan, Acang Pallawagau, Andi Paremono Priatsaleh, Disti Pradini, Gagih Pratista, Rangga Mangara Putri Kusumaningrum, Anisa R.A. Loretta Kartikasari Rachmawati, Widia Rahayu Lestari Resti Hardini Rimi Gusliana Mais Rio Mattajang Samsuhardo, Romi Santi Retno Sari Santi Retno Sari, Santi Sariono, Endro SATRIYAS ILYAS Sigit, Suprianto Siti Nurhasanah Sugito Efendi Sugito Efendi Sugito Efendi Sumardi, Rebin Suryono Effendi Sutikman, Sutikman Syahputra, Yoggie Ragis Taryono Tia Siti Aisyah Widodo, Suwarno Tri Wijanarko, Andi Yani Afrina Yonghwa Han

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