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All Journal JURNAL ECONOMIA Sosiohumaniora Jurnal Konseling dan Pendidikan Jurnal Bisnis dan Manajemen AGRISE Jurnal Manajemen & Keuangan JIMFE (Jurnal Ilmiah Manajemen Fakultas Ekonomi) Journal of Humanities and Social Studies Performance Jurnal Ilmiah Manajemen Kesatuan Budapest International Research and Critics Institute-Journal (BIRCI-Journal): Humanities and Social Sciences International Journal of Economy, Education and Entrepreneurship (IJE3) Multidiciplinary Output Research for Actual and International Issue (Morfai Journal) Jurnal Inspirasi Binsis dan Manajemen International Journal Administration, Business & Organization Essence: Entrepreneurship and Small Business Research for Economic Resilience Journal Of Biology Education Research (JBER) West Science Business and Management Journal of Finance, Economics, and Business IIJSE Jurnal Penelitian Pendidikan Indonesia Asian Journal of Social and Humanities Epaper Bisnis: International Journal Entrepreneurship and Management International Journal of Economics, Accounting, and Management Qudwah Qur'aniyah: Jurnal Studi Al-Qur'an dan Tafsir Harmoni Economics: International Journal of Economics and Accounting
Nancy Yusnita
Universitas Pakuan
Religion Agriculture, Biological Sciences & Forestry Arts Humanities Chemical Engineering, Chemistry & Bioengineering Civil Engineering, Building, Construction & Architecture Computer Science & IT Decision Sciences, Operations Research & Management Earth & Planetary Sciences Economics, Econometrics & Finance Education Energy Engineering Environmental Science Health Professions Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Materials Science & Nanotechnology Social Sciences Other

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Increasing Organizational Commitment Through Strengthening Self-Efficacy and Work Involvement Nancy Yusnita
Jurnal Manajemen dan Keuangan Vol 13 No 2 (2024): JURNAL MANAJEMEN DAN KEUANGAN
Publisher : Program Studi Manajemen Fakultas Ekonomi Universitas Samudra

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33059/jmk.v13i2.9123

Abstract

Researches of Organizational Ccommitment had become the popular topic to be one of the main ways to achieve the organizational goal. The objective of this study is to find the strategy to improve.organizational commitment of the employee. This study conducted among employees of Education Office in Bogor, Indonesia. The sample for the study consisted of 107 permanent employees derived randomly from its population. The study mainly utilized quantitative data (from questionnaires). The regression (path analysis) used to find out the relationship among variables. The findings revealed that self-efficacy had a positive and significant effect on organizational commitment. Similarly, job involvement had positive and significant effect on organizational commitment. Research finding also shows that self-efficacy had a positive and significant effect on organizational commitment through job involvement. Based on the research finding, this study proposed some recommendations toward employee at Education Office to strengthen indicators of self-efficacy and job involvement in order to improve employees’organizational commitment.
Strategy for Enhancing Organizational Citizenship Behavior (OCB) Through Strengthening Organizational Culture, Transformational Leadership, and Work Motivation at the Soekarno-Hatta Type C Main Customs and Excise Service Office Hatta Insan Pribadi; Nancy Yusnita; Yayan Hadiyat
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 8 No 3 (2025): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v8i3.6533

Abstract

This study aims to analyze strategies for improving Organizational Citizenship Behavior (OCB) through the strengthening of organizational culture, transformational leadership, and work motivation at the Soekarno-Hatta Type C Main Customs and Excise Service Office. The research method used is a quantitative approach using a survey method. The analysis technique used is Structural Equation Modeling (SEM). The population in this study consists of operational inspection employees, including functional Customs and Excise inspectors who are civil servants (ASN) within the Soekarno-Hatta Type C Main Customs and Excise Office, with a sample size of 138 respondents using the Probability Sampling technique. The results of the study show that organizational culture has a direct, positive, and significant effect on work motivation but does not have a significant effect on OCB. Transformational leadership has a direct, positive, and significant effect on both work motivation and OCB. Work motivation has a direct, positive, and significant effect on OCB. In addition, it was found that work motivation significantly mediates the relationship between organizational culture and OCB as well as between transformational leadership and OCB, although its effectiveness is lower compared to the direct effect of transformational leadership on OCB. These findings affirm that strengthening organizational culture and transformational leadership can enhance work motivation, which ultimately has a positive impact on improving employees' OCB. The implications of this research are expected to serve as a foundation for designing organizational policies to promote proactive and collaborative work behavior within the Customs and Excise environment.
DETERMINATION OF ORGANIZATIONAL CLIMATE ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR WITH TRUST MEDIATION IN THE HOTEL BUSINESS IN SERANG CITY, BANTEN Ika Pratiwi; Nancy Yusnita; Hamzah
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 5 No. 1 (2025): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v5i1.2531

Abstract

Employees are an important part of the sustainability of the hotel business. However, in Serang City, which is one of the provinces with quite diverse tourist destinations, it is not supported by quality human resources so that businesses in this field are less developed. The purpose of this study is to determine the effect of climate organization on OCB; determine the effect of servant leadership on OCB; determine the effect of trust on OCB; determine the effect of climate organization on trust; determine the effect of servant leadership on trust; determine the effect of servant leadership on trust; determine the effect of climate organization and on OCB through trust; and determine the effect of servant leadership and on OCB through trust. This study uses a quantitative approach. The data used are primary and secondary data, primary data obtained from the results of questionnaires and interviews while secondary data obtained from scientific notes, journals and reports. Data analysis using SEM-PLS. SEM-PLS results show that climate organization, servant leadership and trust have an effect on OCB. Other results are also explained in this study and the limitations of the research will be explained thoroughly.
STRATEGIES FOR IMPROVING EMPLOYEE PERFORMANCE THROUGH STRENGTHENING ORGANIZATIONAL CULTURE, TRANSFORMATIONAL LEADERSHIP AND WORK MOTIVATION Wahyu Wiguna; Nancy Yusnita; Widodo Sunaryo
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 5 No. 1 (2025): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v5i1.2537

Abstract

This study aims to find strategies and ways to improve the performance of permanent employees at the operator level at the Association of Temporary Storage and Tank Terminal Entrepreneurs (APT3B) of Banten Province. The population in this study were permanent employees at the operator level, with a total of 234 respondents selected using the Multistage Random Sampling method. This study uses a mix method approach, combining quantitative and qualitative methods to analyze the factors that influence the performance of permanent employees at the operator level at APT3B Banten Province. The study population consisted of 234 employees selected using Multistage Random Sampling. Quantitative data were collected through questionnaires and analyzed using path analysis. The qualitative approach was carried out through in-depth interviews with a number of employees and analyzed using thematic analysis. The combination of these two approaches is expected to provide a comprehensive understanding of the influence of organizational culture, transformational leadership, and work motivation on employee performance. Based on the results of the study, organizational culture, transformational leadership, and work motivation have a significant positive effect on employee performance at APT3B. Organizational culture and transformational leadership have a greater direct influence on employee performance, while work motivation acts as an intervening variable with a smaller influence. Strengthening organizational culture and transformational leadership can improve overall employee performance and motivation and support the achievement of organizational goals. This study supports previous findings and provides direction for improving human resource management at APT3B.
Determinants of Verification Performance: The Role of Structure and Resilience in Indonesia's Oil & Gas Domestic Content Compliance Supriyatno; Nancy Yusnita; Yayan Hadiyat
International Journal Administration, Business & Organization Vol 7 No 1 (2026): IJABO
Publisher : Asosiasi Ahli Administrasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61242/ijabo.26.655

Abstract

The purpose of this study is to formulate strategies for enhancing employee performance at Oil and Gas Industry in Indonesia regarding the fulfillment of Domestic Content Requirements (Tingkat Komponen Dalam Negeri or TKDN) through the optimization of the TKDN verification process. Achieving performance targets in TKDN verification is a critical objective for Oil and Gas Industry as part of its compliance with applicable regulations. This study examines the influence of Organizational Structure and Adversity Quotient on Employee Performance, with Work Motivation serving as an intervening variable. A quantitative approach was employed using a survey of 80 respondents, with data analyzed using Descriptive Statistics and Structural Equation Modeling (SEM). The results demonstrate that both Organizational Structure and Adversity Quotient have a significant direct positive effect on Employee Performance, and both significantly influence Work Motivation. However, Work Motivation does not have a significant effect on Employee Performance, indicating that the mediating role of Work Motivation is not supported. These findings suggest that strengthening TKDN verification performance is more effectively achieved by optimizing organizational mechanisms through the implementation of effective work procedures and supervision/coordination as well as by enhancing individual resilience during the verification process. Such measures are essential to ensuring that this Oil and Gas Industry meets its TKDN achievement targets and remains compliant with prevailing regulations.
The Role of Organizational Structure, Efficacy and Trust as Antecendents of Employee Performance Selly Marlina; Nancy Yusnita; Yayan Hadiyat
International Journal Administration, Business & Organization Vol 7 No 1 (2026): IJABO
Publisher : Asosiasi Ahli Administrasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61242/ijabo.26.674

Abstract

This study aims to analyze the influence of organizational structure and self-efficacy on employee performance with trust as an intervening variable in the Cianjur Regency Manpower and Transmigration Office. The phenomenon of fluctuating and suboptimal performance achievement encourages the importance of a comprehensive understanding of the interaction of structural, psychological, and relational factors in public organizations. The study used a quantitative approach with a total sampling of all active employees. Data were collected through a Likert scale questionnaire and analyzed using path analysis and Sobel test to test the effects of mediation. The results of the study show that organizational structure has a direct effect on performance but not on trust. Self-efficacy has a significant effect on confidence but does not have a direct effect on performance. Trust has proven to be the most dominant predictor and mediates the relationship between self-efficacy and performance. These findings confirm that optimizing employee performance requires an integrative approach that balances structural system improvement with strengthening trust-based social capital to improve the quality of public services.
Enhancing Employee Performance through Strengthened Knowledge Management, Training, and Work Engagement: Evidence from the Financial and Development Supervisory Agency : Ade Nasir; Nancy Yusnita; Herdiyana
International Journal Administration, Business & Organization Vol 7 No 1 (2026): IJABO
Publisher : Asosiasi Ahli Administrasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61242/ijabo.26.676

Abstract

This study explores the role of knowledge management and training in improving employee performance by considering work engagement as an intervening mechanism within a public sector supervisory institution. The research adopts a quantitative approach and involves civil servants working at a regional financial and development supervisory agency in Indonesia. Data were obtained through standardized and reliable measurement instruments, and the relationships among variables were analyzed using a causal modeling technique. The findings indicate that both knowledge management and training play an important role in strengthening work engagement and enhancing employee performance. These results suggest that employee performance is shaped not only by the development of knowledge and skills but also by the level of psychological involvement and enthusiasm employees bring to their work. From a practical perspective, the study highlights the importance for public sector organizations to develop integrated knowledge management practices and deliver effective training programs while simultaneously fostering employee engagement. The originality of this study lies in confirming the mediating role of work engagement, demonstrating the complementary influence of knowledge management and training, and providing empirical evidence.
Enhancing Employee Performance through Organizational Culture Strengthening, Transformational Leadership, and Job Satisfaction: An Empirical Study at PT Lotus Boga Lima Bagus Nurkholis; Nancy Yusnita; Yayan Hadiyat
International Journal Administration, Business & Organization Vol 7 No 1 (2026): IJABO
Publisher : Asosiasi Ahli Administrasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61242/ijabo.26.677

Abstract

This study aims to examine the integrated effect of organizational culture and transformational leadership on employee performance through the mediating role of job satisfaction in a labor-intensive service context. Unlike previous studies that tend to analyze these variables separately, this research develops a comprehensive structural model that simultaneously tests direct and indirect relationships within a single framework. Using a quantitative approach and Structural Equation Modeling (SEM), data were collected from 145 non-permanent employees at PT Lotus Boga Lima, Indonesia. The findings reveal that organizational culture and transformational leadership significantly influence both job satisfaction and employee performance. Job satisfaction emerges as the strongest predictor of performance and acts as a partial mediator in both relationships. The novelty of this study lies in integrating organizational culture, transformational leadership, and job satisfaction into a unified model, validating mediation mechanisms in a labor-intensive service sector, and providing empirical evidence from non-permanent employees in an emerging economy context. These findings extend existing organizational behavior literature by highlighting dual pathways direct and indirect through which organizational factors influence performance.
The Influence of Training Program, Empowerment, Need for Achievement and Job Satisfaction on Performance Enok Tuti Alawiah; Nancy Yusnita; Widodo Sunaryo
Jurnal Ilmiah Manajemen Kesatuan Vol. 14 No. 1 (2026): JIMKES Edisi January 2026
Publisher : LPPM Institut Bisnis dan Informatika Kesatuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37641/jimkes.v14i1.5177

Abstract

This research is motivated by the performance issues of Educational Personnel which indicate the need for planned performance improvement efforts based on managerial and psychological factors. The purpose of this study is to produce a performance improvement strategy through strengthening the Training Program, Empowerment, Need for Achievement, and Job Satisfaction. The study population was all Administrative Staff with a sample of 112 people determined through a multistage random sampling technique. The research methodology uses a combination approach through survey methods and path analysis supplemented by qualitative analysis. The results show that the Training Program, Empowerment, Need for Achievement, and Job Satisfaction have a positive and significant direct influence on Educational Staff Performance. In addition, the Training Program, Empowerment, and Need for Achievement also have a positive and significant direct influence on Job Satisfaction. Testing the indirect effect shows that the Training Program, Empowerment, and Need for Achievement have a positive effect on Performance through Job Satisfaction, but Job Satisfaction has not functioned effectively as an intervening variable. Based on these findings, the West Jakarta City Education Office is advised to implement strategies to improve the performance of educational staff through strengthening Job Satisfaction, developing sustainable Training Programs, increasing Empowerment, and strengthening Need for Achievement motivation.
The Effect Of Transformational Leadership and Physical Work Environment On Performance PNPN Employee Edo Prihania Januardo Basyir; Nancy Yusnita; Yayan Hadiyat
Harmoni Economics: International Journal of Economics and Accounting Vol. 2 No. 1 (2025): February: Harmoni Economics: International Journal of Economics and Accounting
Publisher : International Forum of Researchers and Lecturers

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70062/harmonieconomics.v2i1.77

Abstract

This research was conducted to determine the effect of transformational leadership and the physical work environment on the performance of PNPN employees with motivation as an intervening variable in land offices throughout West Priangan (Cianjur Regency, Sukabumi Regency and Sukabumi City). It is hoped that this research can provide input for institutions in improving the quality and quantity of Transformational Leadership, Physical Work Environment and Motivation, in order to improve employee performance. In this research, sampling was used using Simple Random Sampling by distributing questionnaires to 113 ASN employees at the West Priangan Land Office in 2024. Data from the questionnaire were analyzed using SPSS Version 27 and Lisrel 8.80 software. The results of this research state that Transformational Leadership influences Employee Performance, the Physical Work Environment influences Employee Performance, Motivation influences Employee Performance, Motivation is able to mediate the influence of Transformational Leadership on Employee Performance, as well as the Physical Work Environment, Motivation can still mediate its influence on Employee Performance.
Co-Authors Abdillah Munawir Abdul Haris Maraden Ade Nasir Bagus Nurkholis Dian Ekawati Br. Sitepu Didit Ardianto Diganti Herdiyana Dina Ariyanti Edo Prihania Januardo Basyir Ega Prianih Enok Tuti Alawiah Erna Herlina Fadhil, Feriza Fahira Nur Aqila Falentina Falentina Feriza Fadhil Fitri Handayani Agustine AS Geraldy Samuel Ivan Giovanni Inez Erika Margaretha Hadi Harja Prana Hamzah Hamzah Hani Ratnasari Hari Gursida Haris Rizky Pratama Herdiyana herdiyana, Herdiyana Herfina Herfina Ibnu Tamam Idarianty idarianty Ika Pratiwi Imas Purnama Sari Insan Pribadi Isbat Isbat Ismu Hadjar Ismu Hadjar Ismu Hadjar Isya Wahyudin Jayawarsa, A.A. Ketut Junengsih Junengsih Martinus Tukiran Martinus Tukiran Mohammad Mahrum Mohammad Mahrum Musa Hubeis Mustofa Mustofa Nanan Triyani Nurma Sofiane Nurul Sahda, Naflah Parulian Halomoan Butarbutar Prana, Hadi Harja Prianih, Ega rahdian, ratu evo Rajab Tampubolon ratu evo rahdian Rizky Fajar Firdaus Roosganda Elizabeth Roy Rozinaldo Pattikawa Sari, Imas Purnama Selly Marlina Siffa Septiani Aliyas Soewarto Hardhienata Sri Yulianti Sumirah Sumirah Sumirah Sumirah Supriyatno Susi Handayani Susi Handayani Syaiful Anwar Syamsul Huda Tita Miawati Towaf Totok Irawan Try Junanto Wahyu Wiguna Widodo Sunaryo Widodo Sunaryo Yayan Hadiyat