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All Journal Jurnal Keuangan dan Perbankan JURNAL RUMPUN MANAJEMEN DAN EKONOMI Jurnal Ilmiah Manajemen dan Akuntansi Jurnal Ekonomi Bisnis dan Kewirausahaan
Subarjo Joyosumarto
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Chemistry Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Mathematics Social Sciences Other

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Pengaruh Organization Culture Dan Komitmen Organisasi Terhadap Employee Performance Dimoderasi Motivasi Individu Wayoi, James Jacky; Antyo Pracoyo; Enny Haryanti; Subarjo Joyosumarto
Jurnal Keuangan dan Perbankan Vol. 22 No. 01 (2025): Jurnal Keuangan Dan Perbankan, Volume 22, No.1, Desember 2025
Publisher : STIE Indonesia Banking School

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Abstract

This study examines the effect of organizational culture and organizational commitment on employee performance, with individual motivation as a moderating variable at PT. Bank Papua Biak Branch. The population consisted of 57 employees, including permanent, contract (PKWT), and interns, with sampling conducted using a non-probability technique. Data were analyzed using Moderated Regression Analysis (MRA). Results show that organizational culture has a positive and significant effect on employee performance, indicating that stronger culture leads to higher performance. Meanwhile, organizational commitment has a positive but insignificant effect, suggesting that commitment alone is not sufficient to improve outcomes. Individual motivation strengthens the link between culture and performance, as motivated employees reinforce the role of culture in enhancing results. However, motivation does not moderate the relationship between commitment and performance. Based on these findings, management is advised to reinforce organizational culture through training, value dissemination, and exemplary leadership. Organizational commitment can be improved through participatory management, while motivation should be supported by fair rewards, career opportunities, recognition, and a positive work environment. Future studies are encouraged to explore other moderating variables, such as job satisfaction, organizational climate, or leadership style, for more comprehensive insights.
Peran Kesiapan Organisasi Sebagai Moderator Dalam Pengaruh Transformasi Digital, Kompetensi SDM, Dan Kepemimpinan Transformasional Terhadap Efisiensi Operasional Pada PT Asuransi Sinar Mas Irawan, Puthut Nuke; Subarjo Joyosumarto; Enny Haryanti; Edi Komara
JURNAL RUMPUN MANAJEMEN DAN EKONOMI Vol. 3 No. 2 (2026): Maret
Publisher : CV. KAMPUS AKADEMIK PUBLISHING

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61722/jrme.v3i2.9313

Abstract

This study aims to analyze the effect of digital transformation, human resource (HR) competence, and transformational leadership on operational efficiency at PT Asuransi Sinar Mas, with organizational readiness as a moderating variable. The research is motivated by the phenomenon of the productivity paradox, where high digital investment has not been followed by optimal efficiency. A quantitative approach was employed using a survey method involving 246 employees in the DKI Jakarta region. Data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS 4.0. The results indicate that digital transformation and HR competence have a positive and significant effect on operational efficiency, while transformational leadership does not show a significant direct influence. Furthermore, organizational readiness significantly moderates the relationship between HR competence and operational efficiency. However, it was found to significantly weaken (negative moderation) the impact of digital transformation on operational efficiency, suggesting that structural rigidity may hinder technological benefits. In contrast, organizational readiness does not significantly moderate the relationship between transformational leadership and operational efficiency. These findings imply that the success of digital transformation is not solely determined by technology adoption, but also by the harmonization of organizational readiness and HR capabilities. This study provides managerial insights for insurance companies to prioritize human-centric development and business process re-engineering to eliminate organizational barriers in digital adoption.
PENGARUH GAYA KEPEMIMPINAN, KOMPENSASI, LINGKUNGAN KERJA DAN BUDAYA KERJA TERHADAP KEPUASAN KERJA KARYAWAN (STUDI PADA KARYAWAN GENERASI Z DI DKI JAKARTA) Almira Talitha Zuleiha; Antyo Pracoyo; Enny Haryanti; Subarjo Joyosumarto
Jurnal Ilmiah Manajemen dan Akuntansi Vol. 3 No. 2 (2026): Maret : Jurnal Ilmiah Manajemen dan Akuntansi
Publisher : CV. Denasya Smart Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.69714/5e8b0x88

Abstract

This study aims to evaluate the level of job satisfaction among Generation Z employees in the Jakarta Special Capital Region (DKI Jakarta). The analysis focuses on four variables considered to have potential influence on job satisfaction: leadership style, compensation, work environment, and organizational culture. These four aspects are treated as independent variables, while job satisfaction serves as the dependent variable whose relationship is examined. A quantitative approach was employed to process the collected data, utilizing the Structural Equation Modelling (SEM) method, specifically the Partial Least Squares (PLS) technique. Data analysis was conducted with the assistance of SmartPLS software. Primary data were obtained through online questionnaires distributed via Google Forms, targeting respondents categorized as Generation Z employees currently working in Jakarta. The findings reveal that leadership style and work environment have a significant and positive impact on job satisfaction. This suggests that effective leadership and a supportive work setting can enhance employees’ overall satisfaction. On the other hand, while compensation and organizational culture also show a positive relationship with job satisfaction, their influence is not statistically significant. In other words, these two variables do not exert a strong enough effect to explain the variations in job satisfaction among Generation Z employees within the scope of this study.
PENGARUH KEPEMIMPINAN TRANSFORMASIONAL, KEPUASAN KARYAWAN, KOMPENSASI DAN LINGKUNGAN KERJA TERHADAP KINERJA KARYAWAN (PERUSAHAAN AGENCY) Sarah Virgianty; Subarjo Joyosumarto; Antyo Pracoyo; Enny Haryanti
Jurnal Ekonomi Bisnis dan Kewirausahaan Vol. 3 No. 2 (2026): April : Jurnal Ekonomi Bisnis dan Kewirausahaan (JEBER)
Publisher : CV. Denasya Smart Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.69714/5svjwh40

Abstract

This study analyzes the influence of transformational leadership, employee satisfaction, compensation and work environment on employee performance in agency companies in Greater Jakarta. Data were collected from 108 respondents in Greater Jakarta with at least one year of work experience and analyzed using Partial Least Square (PLS). The findings show that transformational leadership and work environment significantly and positively affect performance, while employee satisfaction and compensation have a positive but insignificant effect. Simultaneously, all four variables show a positive but insignificant influence. These results highlight the importance of transformational leadership and a supportive work environment, along with improvements in compensation systems and strategies to enhance employee satisfaction.
Co-Authors Almira Talitha Zuleiha Antyo Pracoyo Edi Komara Enny Haryanti Irawan, Puthut Nuke Sarah Virgianty Wayoi, James Jacky