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All Journal Jurnal Teknologi dan Manajemen Industri Terapan Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah
Desi Ulpa Anggraini
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Agriculture, Biological Sciences & Forestry Computer Science & IT Control & Systems Engineering Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Engineering Industrial & Manufacturing Engineering Social Sciences

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The Influence of Digital Culture on Employee Performance with Work Discipline as a Moderating Variable Hertya Andriani; Desi Ulpa Anggraini; Ishak; Mohamad Yusuf Golam; Sian Linda Lerebulan
Jurnal Teknologi dan Manajemen Industri Terapan Vol. 4 No. I (2025): Jurnal Teknologi dan Manajemen Industri Terapan
Publisher : Yayasan Inovasi Kemajuan Intelektual

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55826/jtmit.v4iI.1040

Abstract

This research is a quantitative research with an explanatory approach, which uses primary research to create hypotheses, test hypotheses, modify hypotheses, and prove the hypotheses that are built. The data used in this study is primary data that the researcher obtained from two hundred and eighty Bank Mandiri employees spread throughout Indonesia. The researcher obtained data from an online questionnaire containing ten questions about digital culture, employee performance, and work discipline. The data that the researcher obtained was analyzed using the smart PLS 4.0 analysis tool. The result of this article shows that the Digital Culture variable can have a positive relationship direction and a significant influence on employee performance. The P-values are positive and below the 0.05 significance level, namely 0.002. These results are in line with research. These results indicate that the better the Digital Culture, the easier it will be for employees to complete tasks and be more successful in completing targets. This, in turn, can improve Employee Performance. In the next row, the Work Discipline variable can moderate the influence of the Digital Culture variable on Employee Performance because the P-values also tend to be positive and below the 0.05 significance level, namely 0.000, smaller than direct testing. Thus, it can be concluded that this article's first and second hypotheses can be accepted and proven.
The Influence of Digital Culture on Employee Performance with Work Discipline as a Moderating Variable Hertya Andriani; Desi Ulpa Anggraini; Ishak; Mohamad Yusuf Golam; Sian Linda Lerebulan
Jurnal Teknologi dan Manajemen Industri Terapan Vol. 4 No. I (2025): Jurnal Teknologi dan Manajemen Industri Terapan
Publisher : Yayasan Inovasi Kemajuan Intelektual

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55826/jtmit.v4iI.1040

Abstract

This research is a quantitative research with an explanatory approach, which uses primary research to create hypotheses, test hypotheses, modify hypotheses, and prove the hypotheses that are built. The data used in this study is primary data that the researcher obtained from two hundred and eighty Bank Mandiri employees spread throughout Indonesia. The researcher obtained data from an online questionnaire containing ten questions about digital culture, employee performance, and work discipline. The data that the researcher obtained was analyzed using the smart PLS 4.0 analysis tool. The result of this article shows that the Digital Culture variable can have a positive relationship direction and a significant influence on employee performance. The P-values are positive and below the 0.05 significance level, namely 0.002. These results are in line with research. These results indicate that the better the Digital Culture, the easier it will be for employees to complete tasks and be more successful in completing targets. This, in turn, can improve Employee Performance. In the next row, the Work Discipline variable can moderate the influence of the Digital Culture variable on Employee Performance because the P-values also tend to be positive and below the 0.05 significance level, namely 0.000, smaller than direct testing. Thus, it can be concluded that this article's first and second hypotheses can be accepted and proven.
Can Digital Culture Play a Role as A Moderating Variable on The Effect of Transformative Leadership Style on Employee Performance? Putri Ayu Permata Devi; Hugo Prasetyo Winotoatmojo; Asmita Wulansari Dg. Liwang; Desi Ulpa Anggraini; Fitri Devi Lestari Izaak
Jurnal Teknologi dan Manajemen Industri Terapan Vol. 4 No. 3 (2025): Jurnal Teknologi dan Manajemen Industri Terapan
Publisher : Yayasan Inovasi Kemajuan Intelektual

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55826/jtmit.v4i3.1651

Abstract

This study investigates the complex dynamic between leadership, technology, and human capital by examining whether digital culture acts as a moderating variable in the relationship between transformative leadership style and employee performance. In the rapidly evolving business landscape of 2026, traditional leadership models are being challenged by the necessity of digital integration. This research employs a quantitative approach to analyze how leaders who inspire and intellectually stimulate their subordinates can achieve higher performance outcomes when supported by a robust digital organizational culture. The abstract highlights that while transformative leadership is a strong predictor of performance, the strength of this relationship is contingent on employees' adaptation to digital values, norms, and tools. The findings aim to provide a strategic framework for organizations to synchronize leadership development with cultural digital transformation to optimize workforce productivity.
Work Life Balance as A Moderating Variable of The Effect of Reward on Employee Performance Imelda Barus; Rasty Yulia; Rizal Bakti; Faisal Angriawan Malik; Desi Ulpa Anggraini
Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah Vol. 7 No. 10 (2025): Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah
Publisher : Intitut Agama Islam Nasional Laa Roiba Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47467/alkharaj.v7i10.10080

Abstract

This research is quantitative with an explanatory approach. The data used in this study is primary data obtained directly by the researcher from Geprek Bensu employees spread throughout Indonesia. The data obtained was analyzed using PLS 4.0 software. The reult in this article show that that each hypothesis in this article can be accepted and proven. In the first hypothesis, the Reward variable can have a positive relationship and a significant influence on Employee Performance because the P-Values ​​are positive and below the 0.05 significance level, namely 0.002. These results mean that Rewards can make employees happier and more enthusiastic at work. With more enthusiasm and happiness in their work, it will improve Employee Performance. In addition, the Work-Life Balance variable can also moderate the influence of the Reward variable on Employee Performance because the P-Values ​​are positive and below the 0.05 significance level, namely 0.000. Based on this, the first and second hypotheses in this article can be accepted and proven
Co-Authors Asmita Wulansari Dg. Liwang Faisal Angriawan Malik Fitri Devi Lestari Izaak Hertya Andriani Hugo Prasetyo Winotoatmojo Imelda Barus ISHAK Mohamad Yusuf Golam Putri Ayu Permata Devi Rasty Yulia Rizal Bakti Sian Linda Lerebulan