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All Journal Journal of Accounting, Management and Economics Research Jurnal Bisnis dan Ekonomi
Arief, Muhtosim
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Decision Sciences, Operations Research & Management Economics, Econometrics & Finance

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The Effect Of Organizational Culture, Performance Benefits And Transformational Leadership On Employee Performance Mediated By Job Satisfaction: Pengaruh Budaya Organisasi, Tunjangan Kinerja Dan Kepemimpinan Transformasional Terhadap Kinerja Pegawai Yang Dimediasi Oleh Kepuasan Kerja Kurniawati, Evi; Arief, Muhtosim; Riadi, Refren
Jurnal Bisnis dan Ekonomi Vol 3 No 4 (2025): Jurnal Bisnis dan Ekonomi
Publisher : OGZ Research & Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61597/jbe-ogzrp.v3i4.154

Abstract

Abstract This study also examines job satisfaction as a mediating variable in this relationship.   Objective : Studi ini menginvestigasi faktor-faktor yang memengaruhi kinerja pegawai di Kantor BKPSDM Bogor, dengan fokus pada peran budaya organisasi, tunjangan kinerja, dan kepemimpinan transformasional.   Methods : This study investigates the factors that influence employee performance at the Bogor BKPSDM Office, focusing on the role of organizational culture, performance allowances, and transformational leadership.   Research results : The main findings indicate that performance incentives and transformational leadership significantly increase job satisfaction, which in turn positively impacts employee performance. Performance incentives and organizational culture are also shown to directly improve performance. However, organizational culture has no effect on job satisfaction, and transformational leadership does not have a significant direct effect on performance. Furthermore, job satisfaction successfully mediates the effect of performance incentives and transformational leadership on employee performance, highlighting its central role as a link between policies and work outcomes.
Memperkuat Loyalitas Karyawan di Era Digital: Peran Kepemimpinan Digital, Budaya Kaizen, Kompensasi, dan Perilaku Kerja Inovatif Fahrurrozi, Muhammad Anis; Arief, Muhtosim; Irma, Dasih
Journal of Accounting, Management, and Economics Research (JAMER) Vol 4 No 2 (2026): JANUARY 2026
Publisher : Lembaga Penelitian Universitas YARSI

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33476/jamer.v4i2.393

Abstract

This study investigates the effects of digital leadership, Kaizen culture, and employee compensation on employee loyalty, with innovative work behavior (IWB) as a mediating variable. The research adopts a quantitative approach and was conducted in an energy infrastructure company using data collected from 102 employees through structured questionnaires. The data were analyzed using Partial Least Squares–Structural Equation Modeling (PLS-SEM). The results indicate that employee compensation has a significant positive effect on innovative work behavior and employee loyalty, while innovative work behavior also significantly predicts employee loyalty. In contrast, digital leadership and Kaizen culture do not show significant direct effects on either innovative work behavior or employee loyalty. Mediation analysis reveals that innovative work behavior significantly mediates the relationship between employee compensation and employee loyalty, but does not mediate the effects of digital leadership and Kaizen culture. The structural model demonstrates substantial explanatory power, with R² values of 0.518 for innovative work behavior and 0.636 for employee loyalty, indicating that the proposed variables explain a meaningful proportion of variance in the endogenous constructs. These findings suggest that compensation is the most influential driver of employee loyalty, both directly and indirectly through innovative behavior. Practically, the study emphasizes fair compensation for loyalty.
Co-Authors Evi Kurniawati, Evi Fahrurrozi, Muhammad Anis Irma, Dasih Riadi, Refren