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Sugiono, Edi

Universitas Nasional

Author-ID : 871575

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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.

Analisis Pengaruh Dividend Payout Ratio, Earning Per Share Terhadap Return Saham Dimediasikan Debt Equity Ratio (Studi Kasus Emiten Bank Pada Indeks Sri-Kehati 2020-2024) Andi Wijanarko; Edi Sugiono; Rahayu Lestari
Management Studies and Entrepreneurship Journal (MSEJ) Vol. 6 No. 6 (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.v6i6.9039

Return Saham pada emiten yang terindeks pada SRI-KEHATI periode 2020-2024 cenderung fluktuatif, bahkan menurun. Berlatar belakang masalah tersebut penelitian ini hendak menguji pengaruh Dividend Payout Ratio (DPR) dan Earnig Per Share (EPS). terhadap Return Saham secara langsung atau melalui varabel intervening Debt Equitu Ratio (DER). Populasi adalah 4 bank yang secara ajeg terdaftar pada SRI-KEHATI sejak awal (2009) hingga 2024, yakni BBCA, BBNI, BMRI, dan BBRI). Periode penelitian 2020-2024. Data diambil secara kuartal (quarterly).Data penelitian adalah data sekunder, bersumber dari Bursa Efek Indonesia (BEI). Teknik analisis data menggunakan Ordinary Least Square (OLS), dalam hal ini SPSS versi 23. Hasil penelitian menunjukkan: (i) DPR berpengaruh positif namun tidak signifikan terhadap DER. (ii) EPS berpengaruh positif namun signifikan terhadap DER. (iii) DPR berpengaruh negatif dan tidak signifiikan terhadap Return Saham. (iv) EPS berpengaruh negatif dan tidak signifikan terhadap Return Saham.(v) DER berpengaruh negatif dan signifikan terthadap Return Saham. (vi) Nilai Variance Accounted For (VAF) peran DER sebagai mediator dalam pengaruh DPR terhadap Return Saham berada di bawah 20%, yang berarti tidak ada mediasi (no mediaton). (viii) Nilai VAF peran DER sebagai mediator dalam pengaruh DPR terhadap Return Saham adalah lebih rendah daripada 20%, yang berarti tidak ada mediasi (no mediaton).

The Effect of Motivation and Career Development on Nurses' Performance Through Nurses' Job Satisfaction at Pertamina Balikpapan Hospital Lita Ripiani; Andini Nurwulandari; Hasanudin Hasanudin; Edi Sugiono
International Journal of Economics and Management Sciences Vol. 3 No. 1 (2026): February : International Journal of Economics and Management Sciences
Publisher : Asosiasi Riset Ekonomi dan Akuntansi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61132/ijems.v3i1.1144

This study aims to analyze the effects of work motivation and career development on nurses’ performance through job satisfaction among nurses at Pertamina Balikpapan Hospital. Nurses’ performance is a key determinant of service quality and patient safety because nurses interact most intensively with patients and ensure continuity of nursing care. However, prior studies on the relationships among motivation, career development, job satisfaction, and performance have reported mixed findings. Therefore, further examination is needed by incorporating job satisfaction as a mediating variable to explain the mechanism of influence more comprehensively. This research employed an explanatory design with a quantitative approach. Primary data were collected using a Likert-scale questionnaire distributed to 165 permanent nurses selected through purposive sampling from a population of 292 nurses. Data were analyzed using variance-based SEM with SmartPLS 4, including outer model evaluation (convergent and discriminant validity) and construct reliability, as well as inner model assessment through the coefficient of determination, effect size, and hypothesis testing using bootstrapping. The results indicate that work motivation has a positive and significant effect on job satisfaction, and career development also has a positive and significant effect on job satisfaction. Job satisfaction has a positive and significant effect on nurses’ performance. In addition, work motivation and career development have positive and significant direct effects on nurses’ performance. Indirect effect testing confirms that job satisfaction mediates the relationship between work motivation and nurses’ performance and also mediates the relationship between career development and nurses’ performance. These findings emphasize that hospitals should strengthen strategies to enhance motivation and career development in a targeted manner while ensuring key sources of job satisfaction so that nurses’ performance improves sustainably.

Customer Incivility and Employee Silence: A Short-Longitudinal Model Relationship and Its Effect on Turnover Intention Sugiono, Edi; Achmadi, Achmadi; Hendryadi, Hendryadi; Gustiawan, Deni; Gusliana Mais, Rimi
Jurnal Minds: Manajemen Ide dan Inspirasi Vol 10 No 2 (2023): December
Publisher : Management Department, Universitas Islam Negeri Alauddin Makassar, Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24252/minds.v10i2.37354

The main objective of this study is to explore the dynamic relationship between customer incivility and employee silence in the hospitality sector over time. In addition, turnover intention as an outcome of workplace incivility and employee silence is also analyzed. The data was collected from two waves of 226 frontline employees from six hotels to test the proposed model. PLS-SEM analysis revealed a stable relationship between workplace incivility and employee silence at Time 1 and 2, respectively. This study also shows that workplace incivility is positively related to employee silence, and in the future, employee silence is also positively associated with customer incivility. Furthermore, both workplace incivility and employee silence are predictors of turnover intention. This study offers theoretical and practical implications for future researchers and practitioners to study employee silence and incivility in the hospitality sector.

THE INFLUENCE OF DIGITAL LEADERSHIP, DIGITAL CAPABILITIES, AND ORGANIZATIONAL CULTURE ON SUSTAINABLE DIGITAL TRANSFORMATION AT THE YOGYAKARTA PALACE Ani Juwita Handayani; Edi Sugiono; Irma Setyawati; Rahayu Lestari
Multidisciplinary Indonesian Center Journal (MICJO) Vol. 3 No. 2 (2026): Vol. 3 No. 2 Edisi April 2026
Publisher : PT. Jurnal Center Indonesia Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62567/micjo.v3i2.2308

For businesses in all industries, especially historic institutions that need to strike a balance between modernity and cultural preservation, digital transformation has emerged as a strategic necessity. With an emphasis on the Yogyakarta Palace environment, this study uses a Systematic Literature Review (SLR) methodology in accordance with PRISMA principles to examine the impact of organizational culture, digital leadership, and digital capabilities on digital transformation. From the Scopus, Web of Science, and Google Scholar databases, 68 articles with peer review published between 2022 and 2026 were methodically found, vetted, and examined. The results show that organizational culture acts as a fundamental enabler that dictates the sustainability of transformation initiatives, digital leadership acts as a strategic catalyst for starting transformation, and digital capabilities offer the necessary organizational competencies for carrying out digital strategies. According to the integrative study, these three factors work together rather than separately, indicating that their simultaneous development is necessary for a digital transformation to be successful. This review presents practical implications for human resource management practitioners as well as a thorough theoretical framework for comprehending digital change inside legacy institutional settings.

Transformational leadership, work motivation, and teacher performance: Evidence from the Sula Islands, Indonesia Fitra Nita Nur; Edi Sugiono; Hasanudin Hasanudin
Journal of Economics and Business Letters Vol. 6 No. 4 (2026): August 2026
Publisher : Privietlab

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55942/jebl.v6i4.1999

This study aims to examine the effect of school principal transformational leadership and work motivation on teacher performance at SMA Negeri 1 Kepulauan Sula, a remote insular school context that remains underexplored in Indonesian educational leadership research. Using an explanatory research approach, data were collected from 48 teachers through a saturated sampling technique and a 1–5 Likert-scale questionnaire, then analyzed with SmartPLS 4. Results show that transformational leadership significantly affects teacher performance (β = 0.502) and work motivation (β = 0.886), while work motivation significantly affects teacher performance (β = 0.486), jointly explaining 92.2% of its variance. This topic was chosen because senior high schools in geographically isolated regions face distinct leadership and motivational challenges rarely addressed in prior studies. The novelty lies in testing this model within a remote insular context to help reconcile inconsistent prior findings. It is recommended that principals strengthen transformational leadership and design context-specific strategies to sustain teacher motivation. Keywords: transformational leadership; work motivation; teacher performance; school principal.

Employee Competency Development Strategies for Improving Organizational Performance at Pertamina Balikpapan Hospital Lita Ripiani; Edi Sugiono; Irma Setyawati
International Journal of Economics and Management Sciences Vol. 3 No. 3 (2026): Agustus: International Journal of Economics and Management Sciences
Publisher : Asosiasi Riset Ekonomi dan Akuntansi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61132/ijems.v3i3.1276

Hospital employee competency development should be positioned as a strategic investment that connects individual capacity with service quality, patient safety, process efficiency, and organizational sustainability. This article analyzes competency development needs and formulates strategies applicable to Pertamina Balikpapan Hospital. The study employed a descriptive approach through a literature study and document review. The materials included national and international scientific articles, regulations, accreditation standards, books, corporate reports, and official websites published from 2022 to 2026. Data were examined using thematic content analysis through evidence grouping, organizational-needs mapping, strategy formulation, and evaluation-indicator development. The findings indicate that competency development should operate as an integrated cycle comprising job-based competency architecture, gap analysis, individual development plans, blended learning, simulation-based practice, coaching, mentoring, job rotation, digital competency strengthening, integration with performance and career management, and impact evaluation extending to organizational results. The strategy is organized into a three-stage road map covering foundation building, expansion and integration, and analytics-based optimization. Success should be measured through behavioral change, standards compliance, patient-safety indicators, patient experience, productivity, and succession readiness. The article concludes that Pertamina Balikpapan Hospital requires needs-based, interprofessional, documented competency-development governance directly connected to quality objectives. The proposed model provides an operational foundation for transforming training activities into measurable and sustainable drivers of organizational performance.

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 Andi Wijanarko Andini Nurwulandari Andini Nurwulandari ANDINI NURWULANDARI Andini Wulandari Anggit Purwanto Ani Juwita Handayani 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 Fitra Nita Nur Flavianus Ridwan Jojong Jojong Gloria Ida Lumban Tobing Gusliana Mais, Rimi Gustiawan, Deni Hamid, Aditia Putra Haris Dharma Persada Hasanudin Hasanudin Hasanudin Hasanudin Hasanudin Hasanudin Hasanudin Hasanudin Hendryadi Hendryadi Hibatullah, Muhammad Rafif Hidayat, Dina Oktofarita Irma Setyawati Iskandarmanto, Moch Jamaluddin Al-Afgani Jojong, Flavianus Ridwan Jojong Joko Suhariyanto Joko Susilo Joko Susilo Karmilah, Siti Kusumaningrum, Anisa Putri Lijan Poltak Sinambela Lita Ripiani 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 Rahayu Lestari Resti Hardini 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 Yani Afrina Yonghwa Han

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