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Jati Waskito
Universitas Muhammadiyah Surakarta, Surakarta, Indonesia
Economics, Econometrics & Finance

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Effect of Green HRM Practices, Employee Training on Efficiency Mediated by Employee Motivation at PT Pegadaian Syifa Nur Jannah; Jati Waskito
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.v8i1.5914

Abstract

Environmental challenges and climate change remain pressing global concerns, pushing organizations to adopt sustainable practices, including Green Human Resource Management (Green HRM). This study explores the impact of Green HRM practices and employee training on employee efficiency, with employee motivation serving as a mediating variable. The research was conducted at PT Pegadaian Area Semarang, involving 120 respondents. The central question addressed in this study is whether Green HRM and employee training can enhance employee efficiency directly and through the mediating role of employee motivation. The research objectives are to analyze the direct impact of Green HRM and training on efficiency and examine the role of motivation as a mediator. The research utilizes the Structural Equation Modeling (SEM) technique with a Partial Least Square (PLS) approach to analyze the data. The findings reveal that Green HRM and employee training do not directly affect employee efficiency. However, both significantly influence employee motivation, which, in turn, boosts employee efficiency. These results emphasize the critical role of motivation in mediating and driving efficiency improvements through Green HRM and training initiatives.
The Impact of Green Human Resource Management Practices on Employee Performance: The Mediating Role of Job Satisfaction Among Employees at PT POS Indonesia Surakarta Branch Andhea Pramesti; Jati Waskito
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.v8i1.6330

Abstract

Green Human Resource Management (GHRM) or human resource management in the context of sustainability can help an organization create a comfortable, productive, and ethical workplace. The purpose of this study is to analyze the impact of GHRM practices on employee performance, with job satisfaction acting as a mediator. This research employs a quantitative method with an expanded sample size of 150 respondents, including employees from multiple branches of PT Pos Indonesia to enhance generalizability. Data was collected by distributing questionnaires randomly to employees across different branches. The data analysis method used in this study is Partial Least Squares (PLS) with SmartPLS version 3 software. The findings of this study show that GHRM practices have a significant positive effect on job satisfaction. Similarly, job satisfaction has a significant positive effect on employee performance. Job satisfaction fully mediates the effect of GHRM practices on employee performance. Additionally, control variables such as job type, organizational culture, and individual personality traits were considered to ensure a more comprehensive analysis of factors influencing the relationship between GHRM practices, job satisfaction, and employee performance. The results of this study provide practical implications for PT Pos Indonesia, emphasizing the importance of implementing GHRM practices as a core part of their business strategy to enhance job satisfaction and employee performance across different branches and organizational contexts.
The Role of Job Satisfaction as a Mediator in the Influence of Talent Management and Career Development on Employee Performance: A Study of Polri Institutions in Central Java Dian Puji Lestari; Jati Waskito
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 8 No 2 (2025): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v8i2.6441

Abstract

Talent management and career development are important factors in improving employee performance in various organizations, including government institutions. This study discusses the relationship between these two factors with employee job satisfaction and performance, as well as the role of job satisfaction as a mediator in the relationship. This study aims to explore the relationship between talent management, career development, and job satisfaction on employee performance at the National Police Institution in Central Java. Within this framework, job satisfaction is examined as a mediating variable. Using a quantitative approach by distributing questionnaires to 130 respondents, data analysis was conducted using the Partial Least Squares (PLS) method. The results of the study indicate that talent management and career development significantly affect employee job satisfaction and performance. In addition, job satisfaction is proven to mediate the relationship between talent management and employee performance, but not career development and employee performance. These findings highlight the importance of effective human resource management strategies to improve employee job satisfaction and performance. This study also provides practical implications, especially for the National Police institution, to optimize training programs, career development, and a supportive work environment.
Pengaruh Praktik Manajemen Sumber Daya Manusia Terhadap Produktivitas Karyawan di PT. Unggul Widya Teknologi Lestari (PT. UWTL) Pasangkayu Aprilia Amalia Widyastuti; Jati Waskito
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 8 No 2 (2025): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v8i2.6850

Abstract

Employee productivity is one of the indicators of a company's success. Employee productivity will show the extent to which employees can complete tasks efficiently and effectively to achieve company goals. Employee productivity in a company can be influenced by compensation, training, and employee performance appraisal. This study was conducted to test and analyze the effect of HR practices of compensation, training, and employee performance appraisal activities on employee productivity at PT. Unggul Widya Teknologi Lestari (PT. UWTL) Pasangkayu. The sample used in this study was 130 people, with a survey method. Data collection was carried out by distributing questionnaires. The analysis technique used was multiple linear regression analysis. The results of the study showed that compensation, training, and employee performance appraisal had a positive and significant effect on employee productivity at PT. Unggul Widya Teknologi Lestari (PT. UWTL) Pasangkayu.
The Effect of Brand Image, Brand Experience on Brand Loyalty with Brand Trust as a Mediation Variable (Study on Marketplace Users on Tiktok Shop) Meirisma Putri Indriani; Jati Waskito
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 8 No 2 (2025): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v8i2.6947

Abstract

The purpose of this study is to analyze the effect of Brand Experience on Brand Loyalty for Tiktokshop Marketplace Users. To analyze the effect of Brand Image on Brand Loyalty for Tiktokshop Marketplace Users. To analyze the effect of Brand Experience on Brand Trust for Tiktokshop Marketplace Users. To analyze the effect of Brand Image on Brand Trust for Tiktokshop Marketplace Users. To analyze Brand Trust on Brand Loyalty for Marketplace Users on Tiktokshop. To analyze Brand Experience, Brand Image, and Brand Trust for Marketplace Users on Tiktokshop. The population used is Tiktokshop Marketplace users who have made purchase transactions at Tiktokshop while the sample is 160 respondents with a purposive sampling technique. Data analysis using SmartPLS 3.9.9. The results of this study are that the brand experience variable has a significant positive effect on brand loyalty for Tiktok Shop Marketplace users. The brand image variable has a significant positive effect on brand loyalty for Tiktok Shop Marketplace users. The brand experience variable has a significant positive effect on brand trust for Tiktok Shop Marketplace users. The brand image variable has a significant positive effect on brand trust for Tiktok Shop Marketplace users. The brand trust variable has a significant positive effect on brand loyalty in Tiktok Shop Marketplace users. The brand trust variable acts as a mediator in the influence of brand experience on brand loyalty. The brand trust variable acts as a mediator in the influence of brand image on brand loyalty.
The Impact of Job Stress on Turnover Intention with Organizational Commitment as a Mediation Raihan Akhwan Ashshiddiqi; Jati Waskito; Muzakar Isa
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.v8i3.8515

Abstract

This study aims to examine the effect of Job Stress on Turnover Intention with Affective Commitment, Continuance Commitment, and Normative Commitment as mediating variables in employees of PT. Global Foresight. This study uses a quantitative approach with the Structural Equation Modeling-Partial Least Square (SEM-PLS) method processed through SmartPLS 3.0 software. Data were obtained from 150 respondents selected using a non-probability sampling technique with a judgment sampling type, namely, determining the sample based on certain considerations relevant to the research objectives. The results showed that Job Stress did not have a significant direct effect on Turnover Intention, but had a significant effect on the three dimensions of organizational commitment, namely Affective, Continuance, and Normative Commitment. Furthermore, Affective Commitment and Continuance Commitment were proven to have a significant effect on Turnover Intention and were able to mediate the relationship between Job Stress and Turnover Intention. Conversely, Normative Commitment did not show a significant effect on Turnover Intention and could not act as a mediator. These findings indicate that the influence of job stress on employees' desire to leave the company is more influenced by emotional attachment and considerations of job continuity than normative obligations. This research offers important implications for management in managing work stress and building employee commitment to reduce turnover rates.
The Effect of Soft Skills, Hard Skills, and Self-Efficacy on Work Readiness with Part-Time Work Experience as a Mediation Variable Aura Eri Ratna Mahesti; Jati Waskito
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 9 No 1 (2026): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v9i1.9015

Abstract

This study examines the effects of soft skills, hard skills, and self-efficacy on work readiness, with part-time work experience as a mediating variable among Generation Z in the Solo Raya region. The conceptual framework is based on Social Cognitive Career Theory (SCCT), which highlights the interaction between personal factors, learning experiences, and career-related outcomes. A quantitative approach was employed using primary data collected through an online questionnaire from Generation Z individuals aged 17–28 who had part-time work experience, selected using purposive sampling. Five constructs were measured on a 5-point Likert scale: soft skills, hard skills, self-efficacy, part-time work experience, and work readiness. Data were analyzed using Structural Equation Modeling (SEM) with the Partial Least Squares (PLS) approach via SmartPLS 4. The results show that soft skills have a positive and significant direct effect on work readiness, while hard skills and self-efficacy do not have a direct influence. However, all three variables significantly affect part-time work experience, which in turn positively influences work readiness. Furthermore, part-time work experience mediates the relationship between hard skills and work readiness, indicating that technical competencies contribute to readiness primarily through experiential learning. These findings reinforce the relevance of SCCT and emphasize the importance of practical work experience in enhancing Generation Z’s work readiness.
Co-Authors Andhea Pramesti Aprilia Amalia Widyastuti Aura Eri Ratna Mahesti Dian Puji Lestari Meirisma Putri Indriani Muzakar Isa Raihan Akhwan Ashshiddiqi Syifa Nur Jannah