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All Journal Maneggio Nomico
Kholid Ansori
Universitas Islam Batang Hari
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance

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Implementation of Employee Engagement in Improving Productivity and Innovation in Startup Companies Herikson Tampubolon; Olyvia Rosalia; Dodi Setiawan Riatmaja; Kholid Ansori; Lumastari Ajeng Wijayanti; Zainal Firdaus Wardhana
Maneggio Vol. 2 No. 1 (2025): Maneggio-Feb
Publisher : PT. Anagata Sembagi Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62872/5g7yn617

Abstract

This study explores the impact of employee engagement and productivity on innovation in startup companies. The research aims to understand how employee involvement, motivation, and productivity contribute to fostering innovation in a dynamic and competitive environment. A quantitative approach was used to analyze the relationship between these variables. The study highlights that employee engagement plays a crucial role in enhancing creativity, commitment, and job satisfaction, which in turn drive innovation. Similarly, higher productivity leads to improved efficiency and adaptability, enabling startups to remain competitive and innovative. The findings suggest that organizations with engaged and productive employees are more likely to develop new ideas, implement creative solutions, and sustain long-term growth. The study provides insights for startup leaders and managers, emphasizing the importance of cultivating a supportive work environment, offering professional development opportunities, and fostering a culture of collaboration. By implementing effective engagement and productivity strategies, startups can enhance innovation and maintain a sustainable competitive advantage.
Exploring the Role of HR Intervention Programs in Reducing the Impact of Toxic Leadership on Employee Switching Intentions Indra Pratama; Kholid Ansori
Nomico Vol. 2 No. 8 (2025): Nomico - September
Publisher : PT. Anagata Sembagi Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62872/n3d68878

Abstract

Toxic leadership is a phenomenon that has a serious impact on the psychological well-being of employees and increases the intention to change jobs. To answer this challenge, this study aims to analyze the role of HR intervention programs in mitigating the impact of toxic leadership on turnover intention. The study used a quantitative approach with a survey design, involving 300 respondents from various departments and departments in organizations that had implemented HR intervention programs. Data were collected through a Likert scale-based questionnaire and analyzed using multiple regression and bootstrap mediation tests. The results showed that toxic leadership had a significant positive effect on job transfer intention (β = 0.52; p < 0.001). In contrast, HR intervention programs had a significant negative effect on job transfer intention (β = –0.33; p < 0.01), with a model contribution of R² = 0.47. Furthermore, HR programs have been shown to partially mediate the relationship between toxic leadership and conversion intentions, so that while direct influence remains, the impact can be suppressed through HR mechanisms. In conclusion, HR interventions play an important role in increasing employee retention, but their effectiveness will be optimal when accompanied by leadership behavior transformation. These findings confirm that HR is not only administrative, but also strategic in maintaining organizational sustainability.
Co-Authors Dodi Setiawan Riatmaja Herikson Tampubolon Indra Pratama Olyvia Rosalia Wijayanti, Lumastari Ajeng Zainal Firdaus Wardhana