Article Per Year (5 Year)
p-Index From 2021 - 2026
0.702
P-Index
This Author published in this journals
All Journal Eduvest - Journal of Universal Studies IIJSE
Riani Rachmawati
Universitas Indonesia, Jakarta, Indonesia
Aerospace Engineering Computer Science & IT Economics, Econometrics & Finance Health Professions Neuroscience Social Sciences

Published : 4 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 4 Documents
Search

 1 
The Influence of Transformational Leadership and Role Overload on Public Sector Employee Burnout with the Moderation of Human Resources Management Practices Amanda Putri Pertiwi; Riani Rachmawati
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.v8i2.6053

Abstract

Burnout among public sector employees is an important issue due to the high work demands and pressures in the government environment, which impacts individual well-being and organizational performance. This study examines the effect of transformational leadership (TFL) and role overload on burnout among public sector employees, focusing on the moderating role of human resource management (HRM) practices. Data was collected from 415 employees of Statistics Indonesia (BPS) and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results showed that TFL plays a significant role in reducing burnout by providing vision, motivation, and support to employees. On the other hand, role overload was also identified as an important contributor to increasing employee burnout. In addition, the findings of this study highlight the dark side of excessive HRM that can weaken the positive effects of transformational leadership and have the potential to worsen employee burnout, so a balanced HRM approach that is oriented towards employee well-being is needed. Overall, this study provides insight into the interaction between TFL, role overload, and HRM and offers valuable knowledge for stakeholders related to HRM practices in the public sector.
The Role of Transformational Leadership, Organizational Identification, Employee Voice, Psychological Capital, and Innovation Climate in Shaping Innovative Work Behavior in Public Sector Employees Muhammad Suryanto; Riani Rachmawati
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.v8i2.6112

Abstract

In the face of rapid global changes and increasing social complexity, public sector organizations are required to continuously innovate to enhance service quality. This study aims to explore the influence of transformational leadership on innovative work behavior in the public sector, considering the mediating roles of organizational identification, employee voice, and psychological capital, as well as the moderating role of innovation climate. Data were collected through an online questionnaire completed by 319 civil servants at the Secretariat General of a ministry responsible for managing state finances. Following data screening and cleansing, 313 valid responses were analyzed using the Partial Least Squares Structural Equation Modeling (PLS-SEM) method with the SmartPLS 4.0 application. The results indicate that transformational leadership does not have a significant direct effect on innovative work behavior. However, a significant positive influence is observed through the mediation of employee voice and psychological capital. Furthermore, the influence of transformational leadership on innovative work behavior becomes stronger when employees work in a high innovation climate. This study provides theoretical and empirical insights into human resource management, particularly in understanding the determinants of innovative work behavior to support the development of innovative and high-quality public services.
Does Ethical Leadership Matter in Indonesia’s Public Sector? The Mediating Role of Ethical Climate Dekri Firmansyah; Riani Rachmawati
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.v8i3.7395

Abstract

Amid the emergence of various problems of ethical violations at the global and local levels in Indonesia, especially in the public sector, many parties demand various efforts to improve ethical behavior both at the official and staff levels. This study aims to analyze the influence of ethical leadership and ethical climate on employee ethical behavior, moderated by person-organization fit in the context of state financial organization (Organisasi Keuangan Negara/OKN). Using quantitative research methods with Partial Least Square Structural Equation Modeling (PLS-SEM), this research examines the relationship between these variables through a survey of 898 respondents within the Indonesian state financial organization. The findings suggest that ethical leadership has a significant positive impact on ethical climate and employee ethical behavior. Moreover, ethical climate plays a partial mediating role between ethical leadership and employee ethical behavior. However, person-organization fit could not strengthen the relationship between ethical climate and employee ethical behavior. This study contributes to the literature by providing empirical evidence on the role of leadership and organizational climate in fostering ethical behavior among public sector employees. The findings offer practical implications for policymakers in enhancing ethical governance.
Analysis of Recruitment Consultants' Work Challenges and Demands on Burnout: A Case Study at Novetra Consulting Justina Anggun Clarissa; Riani Rachmawati
Eduvest - Journal of Universal Studies Vol. 5 No. 5 (2025): Eduvest - Journal of Universal Studies
Publisher : Green Publisher Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59188/eduvest.v5i5.50019

Abstract

Globalization and technological advancements have transformed recruitment practices, increasing reliance on recruitment agencies. Recruitment consultants face high job demands, including dual roles in business development and recruitment, which often lead to stress and burnout. Despite existing research on internal recruiters and sales professionals, little is known about external recruitment consultants' challenges and coping strategies, particularly in multinational settings. This study aims to (1) analyze the job demands and challenges faced by recruitment consultants at NOVETRA Consulting, (2) explore how these demands contribute to burnout, and (3) identify the strategies consultants use to mitigate these pressures. A qualitative case study approach involved in-depth interviews with 12 recruitment consultants across three job levels at NOVETRA Consulting. Thematic analysis was used to interpret the data, grounded in the Job Demands-Resources (JD-R) model and theories of person-job and person-organization fit. The study reveals that recruitment consultants experience significant stress due to dual roles, high financial targets, and uncontrollable external factors (e.g., client and candidate behaviors). Misalignment between job expectations and realities exacerbates burnout symptoms, including anxiety and demotivation. Consultants cope through personal strategies (e.g., work-life balance) and colleague support, critical buffers against burnout. The findings contribute to the literature by highlighting the unique challenges of external recruitment consultants and the role of social support in mitigating burnout. Practical implications include recommendations for firms to align job expectations, provide mentorship, and foster supportive work environments. Future research could expand to comparative studies across firms or longitudinal analyses of burnout trends.
Co-Authors Amanda Putri Pertiwi Dekri Firmansyah Justina Anggun Clarissa Muhammad Suryanto