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Quiet Quitting Due to Work Stress, Mediated by Job Satisfaction and Affective Commitment Ilham Attamimi; Majang Palupi
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 8 No 1 (2025): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v8i1.5727

The formulation of the problem in this study is the extent to which job satisfaction and affective commitment mediate the relationship between job stress and quiet retirement in Awal Bros Hospital Pekanbaru, Riau. This study involved nurses from Awal Bros Hospital Pekanbaru as research subjects. From the conducted research, there are 45 pieces of data that can be processed for further analysis. In this study, SEM technique was used as an analytical tool with SmartPLS 3 to test the data. The findings of this study show that job satisfaction has a significant effect on quiet quitting, while work stress has a negative but insignificant effect on quiet quitting. Affective commitment of the nurses had a significant positive effect on silent quitting. Work stress that nurses experience has a positive effect on their job satisfaction, but a negative effect on their affective commitment. As mediating variables, job satisfaction and affective commitment may mediate the relationship between job stress and quiet quitting. This research can be a future reference point in solving the problem of silent quitting that exists in the working environment by reducing employees' work stress levels and increasing job satisfaction and affective commitment among employees.

Quiet Quitting Behavior as an Impact of Psychological Distress: Well-being, Anxiety, and Depression as Mediating Variables Rahwana Mustafa; Majang Palupi
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.v8i3.6206

This study aims to examine quiet quitting behavior as an impact of psychological distress with well-being, anxiety, and depression as mediating variables in employees at PT Jamkrindo Solo. The sampling technique in this study is a census technique that uses the population in the research area as a sample. The questionnaire was distributed directly to 33 employees. The research model was analyzed using SEM-PLS. The results of the data analysis show that psychological stress has a negative and insignificant effect on the desire to quiet quitting. In addition, psychological distress directly showed a significant and positive influence on well-being, anxiety, and depression. However, well-being, anxiety, and depression directly have no substantial and negative effect on quiet quitting cessation. Psychological distress indirectly had a positive influence on quiet quitting cessation through the mediation of well-being. Psychological distress indirectly has a negative and insignificant impact on quiet quitting through the mediating variables of anxiety and depression in employees at PT Jamkrindo Solo.

The Effect of Humble Leadership on Organizational Citizenship Behavior and Organizational Misbehavior: The Mediating Role of Work Motivation (A Study at Geblek Pari Kulon Progo) Faris Ahmad Afif; Majang Palupi
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.v8i3.8678

This study investigates the impact of humble leadership on organizational citizenship behavior (OCB) and organizational misbehavior, with work motivation as a mediating variable. Conducted at the Geblek Pari Group, the research employed a quantitative approach involving 70 employees as participants. Data were collected through questionnaires using a five-point Likert scale and analyzed with SmartPLS. The results reveal that humble leadership has a positive and significant effect on both work motivation and OCB, while exerting a negative and significant effect on organizational misbehavior. Furthermore, work motivation is confirmed to mediate the relationship between humble leadership and the two behavioral outcomes. The findings suggest important managerial implications: organizations should strengthen humble and participatory leadership practices, particularly in acknowledging employees’ small contributions, implement effective work monitoring systems, and foster a culture of voluntary engagement. These strategies are essential for reducing misbehavior and enhancing organizational effectiveness.

Pengaruh Kepemimpinan Transformasional terhadap Organizational Citizenship Behavior Melalui Organizational Culture dan Employee Engagement pada Proyek Joint Operation Jalan Tol IKN Nusantara Hanif Ramadhan Widitya; Majang Palupi
Jurnal Ilmu Manajemen Terapan Vol. 7 No. 4 (2026): Jurnal Ilmu Manajemen Terapan (Maret - April 2026)
Publisher : Dinasti Review Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/jimt.v7i4.8038

Penelitian ini bertujuan untuk menganalisis pengaruh kepemimpinan transformasional terhadap Organizational Citizenship Behavior (OCB) melalui organizational culture dan employee engagement sebagai variabel intervening pada Proyek Joint Operation Jalan Tol IKN Nusantara. Pendekatan penelitian yang digunakan adalah pendekatan kuantitatif. Populasi dalam penelitian ini adalah seluruh karyawan yang terlibat dalam Proyek Joint Operation Jalan Tol IKN Nusantara yang dikerjakan oleh WIKA–PP–JAKON, KSO. Teknik pengambilan sampel menggunakan random sampling dengan jumlah sampel sebanyak 144 responden. Data penelitian diperoleh melalui penyebaran kuesioner secara online dengan pengukuran menggunakan skala likert lima poin. Data dianalisis menggunakan software SmartPLS versi 4.0 dengan pendekatan Structural Equation Modeling (SEM). Hasil analisis menunjukkan bahwa kepemimpinan transformasional berpengaruh positif dan signifikan terhadap Organizational Citizenship Behavior, organizational culture, dan employee engagement. Selain itu, organizational culture dan employee engagement juga berpengaruh positif dan signifikan terhadap Organizational Citizenship Behavior. Hasil pengujian mediasi menunjukkan bahwa organizational culture dan employee engagement mampu memediasi pengaruh kepemimpinan transformasional terhadap Organizational Citizenship Behavior. Temuan ini menegaskan pentingnya peran kepemimpinan transformasional dalam membangun budaya organisasi dan keterlibatan karyawan guna mendorong perilaku ekstra peran karyawan dalam mendukung keberhasilan proyek joint operation berskala besar.

Multi-Level Post-Training Evaluation Framework for Management Development Programs at PT Garuda Maintenance Facility Aero Asia Tbk Muhammad Rafly Zinedine Zhilaal; Majang Palupi
Danadyaksa: Post Modern Economy Journal Vol. 4 No. 1 (2026): Post Modern Economy Journal
Publisher : Yayasan Pendidikan Islam Bustanul Ulum Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.69965/danadyaksa.v4i1.274

Leadership development programs in safety-critical industries require robust evaluation mechanisms to demonstrate organizational value, yet most organizations confine assessment to Level 1 satisfaction surveys. This study investigates post-training evaluation practices for management development programs at PT Garuda Maintenance Facility (GMF) Aero Asia Tbk, Indonesia's premier aviation Maintenance, Repair, and Overhaul (MRO) provider, and develops a comprehensive evaluation framework grounded in the Kirkpatrick-Phillips model. Employing a qualitative descriptive-analytical approach within a design and development research paradigm, the study analyzed 638 module-level evaluation responses and 584 qualitative participant comments across three programs: the Operational Leadership Program (OLP), MRO Management, and MRO Finance. Thematic analysis, content analysis of training syllabi, and descriptive quantitative analysis were integrated through methodological triangulation. Findings reveal that GMF's evaluation is uniformly confined to Level 1 reaction measurement, producing consistently high satisfaction scores while Levels 2 through 5 remain entirely absent, a pattern termed the evaluation ceiling paradox. The study proposes an integrated ADDIE-Kirkpatrick-Phillips framework encompassing enhanced reaction surveys, pre-test and post-test instruments, 360-degree behavioral assessments, results tracking templates, and ROI calculation guidelines, differentiated by program type and contextualized for the MRO industry and Indonesian BUMN governance setting. The framework is designed for phased 24-month implementation leveraging existing technology infrastructure.

The Effect of Organizational Culture on Employee Performance: Job Satisfaction as a Mediating Variable and Transformational Leadership as a Moderating Variable Ivan Dananjaya; Majang Palupi
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 9 No 2 (2026): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v9i2.10333

This study aims to examine the effect of organizational culture on employee performance, with job satisfaction as a mediating variable and transformational leadership as a moderating variable. Organizational culture is considered an important factor in shaping employee attitudes and behavior, which in turn influences job satisfaction and performance. This research applies a quantitative approach using a census sampling technique involving 86 civil servant employees. Data were collected through questionnaires and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with the assistance of SmartPLS 4.0. The results indicate that organizational culture does not have a significant direct effect on employee performance, but has a positive and significant effect on job satisfaction. Furthermore, job satisfaction has a positive and significant effect on employee performance and mediates the relationship between organizational culture and employee performance. However, transformational leadership does not significantly moderate the relationship between organizational culture and job satisfaction. These findings suggest that employee performance is more strongly influenced by psychological factors such as job satisfaction rather than direct organizational cultural practices.

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