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All Journal Yudishtira Journal : Indonesian Journal of Finance and Strategy Inside Bussman Journal : Indonesian Journal of Business and Management
Elyanis, Rafidah
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Economics, Econometrics & Finance

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PENGARUH DIMENSI SINISME DALAM PERUBAHAN ORGANISASI TERHADAP TURNOVER INTENTIONS DI TVRI SUMATERA BARAT: MOTIVASI KERJA SEBAGAI VARIABEL MEDIASI Hoiriah, Hoiriah; Nasution, Muhammad Fitrah Panabari; Elyanis, Rafidah; Zaitul, Zaitul
Bussman Journal : Indonesian Journal of Business and Management Vol. 5 No. 2 (2025): Bussman Journal | Mei - Agustus 2025
Publisher : Gapenas Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53363/buss.v5i2.411

Abstract

This study aims to examine the effect of organizational change cynicism on turnover intentions, with job motivation tested as a mediating variable among employees in the Technical Division of TVRI West Sumatra. A quantitative approach was employed using total sampling, involving 42 respondents. Data were collected through structured questionnaires and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS 3. The results indicate that cynicism toward organizational change has a positive and significant effect on turnover intentions, and a negative and significant effect on job motivation. However, job motivation does not have a significant effect on turnover intentions and does not mediate the relationship between cynicism and the intention to leave. These findings suggest that negative perceptions of organizational change can directly increase employees' desire to leave while also reducing their work motivation. Therefore, open communication strategies and participatory management approaches are essential to reduce cynicism and enhance employee retention during organizational change processes.
DAMPAK PROSOSIAL DAN KOMITMEN AFEKTIF PADA PERUBAHAN: IDENTIFIKASI ORGANISASI SEBAGAI VARIABEL MEDIASI Azani, Arif Rahmat; Sirait, Elbriyan; Elyanis, Rafidah; Zaitul, Zaitul
Yudishtira Journal : Indonesian Journal of Finance and Strategy Inside Vol. 5 No. 2 (2025): Yudishtira Journal : Indonesian Journal of Finance and Strategy Inside
Publisher : Gapenas Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53363/yud.v5i2.141

Abstract

This study aims to examine the relationship between prosocial impact, organizational identification, and affective commitment to change among public sector employees. Using a quantitative approach with a cross-sectional survey design, data were collected from 41 employees of the West Sumatra Class II Land Transportation Management Office (BPTD). The research model tested four main hypotheses using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results show that prosocial impact has a significant positive effect on organizational identification, while it does not directly influence affective commitment to change. However, organizational identification significantly affects affective commitment to change and serves as a mediating variable between prosocial impact and affective commitment. These findings highlight the critical role of organizational identification in strengthening employees’ emotional support for organizational change. The study provides theoretical insights by reinforcing Social Identity Theory and Relational Job Design, and offers practical implications for public organizations to enhance commitment through meaningful work and identity-building strategies.
ANALISIS META PENGARUH BUDAYA ORGANISASI TERHADAP KINERJA KARYAWAN Merisman, Merisman; Nasution, Fitrah Panabari; Hoiriah, Hoiriah; Indriani, Riri; Elyanis, Rafidah; Zaitul, Zaitul
Yudishtira Journal : Indonesian Journal of Finance and Strategy Inside Vol. 5 No. 2 (2025): Yudishtira Journal : Indonesian Journal of Finance and Strategy Inside
Publisher : Gapenas Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53363/yud.v5i2.142

Abstract

This study aims to quantitatively examine the effect of organizational culture on employee performance through a meta-analysis of 39 studies published between 2020 and 2025. Data were collected from national and international journals using predefined inclusion and exclusion criteria. A random-effects model was employed to accommodate heterogeneity across studies. The results reveal a positive and statistically significant relationship between organizational culture and employee performance, with a combined effect size of 0.122 (p < 0.001), categorized as small to moderate based on Cohen’s classification. Egger’s regression test and Trim-and-Fill analysis indicate no significant publication bias, supporting the validity of the findings. This study underscores the importance of developing adaptive, participatory, and communicative organizational cultures as strategic efforts to enhance human resource performance. The findings contribute both theoretically and practically to the field of management, particularly in strengthening organizational culture as a key determinant of performance.
Co-Authors Azani, Arif Rahmat Hoiriah, Hoiriah Indriani, Riri Merisman, Merisman Nasution, Fitrah Panabari Nasution, Muhammad Fitrah Panabari Sirait, Elbriyan Zaitul Zaitul