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All Journal JURNAL ILMIAH PENELITIAN MAHASISWA Maneggio Nomico
Kholid Ansori
Universitas Islam Batang Hari
Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Languange, Linguistic, Communication & Media Library & Information Science Medicine & Pharmacology

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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.
PENGARUH BUDAYA ORGANISASI DAN PENGAMBILAN KEPUTUSAN TERHADAP KOMITMEN ORGANISASI DI SEKOLAH MENENGAH KEJURUAN NEGERI 1 BATANG HARI Nurlaila Winda Septiana; Kholid Ansori
JURNAL ILMIAH PENELITIAN MAHASISWA Vol 4 No 4 (2026): Agustus
Publisher : Kampus Akademik Publiser

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61722/jipm.v4i4.2785

Abstract

This study aims to determine the influence of organizational culture and decision-making on organizational commitment at State Vocational High School 1 Batang Hari. This study employed a quantitative research method with a survey design using a questionnaire as the instrument for data collection. The data were analyzed using multiple regression analysis with the assistance of SPSS software version 20.0. Quantitative research is categorized as descriptive research, which describes a phenomenon using statistical data or numerical analysis to obtain answers to the formulated research questions. The population in this study consisted of educators and administrative staff of State Vocational High School 1 Batang Hari, comprising 48 educators and 16 administrative staff. The hypothesis testing applied simple correlation analysis between Ha and Ho. Based on the research findings, it was revealed that organizational culture has a significant influence on organizational commitment, indicated by *tcount > ttable* or *2.108 > 1.669*. Decision-making also has a significant influence on organizational commitment, with *tcount > ttable* or *5.3899 > 1.669*. The results of the regression coefficient test show that organizational culture and decision-making jointly influence organizational commitment at State Vocational High School 1 Batang Hari. The contribution percentage of the independent variable X1 (Organizational Culture) is 0.132, and X2 (Decision-Making) is 0.321 toward the dependent variable Y (Organizational Commitment), while the remaining 0.012 is affected or explained by other variables not examined in this study.The conclusion of this research is that the level of organizational commitment at State Vocational High School 1 Batang Hari is influenced by the variables of organizational culture and decision-making.
Co-Authors Dodi Setiawan Riatmaja Herikson Tampubolon Indra Pratama Nurlaila Winda Septiana Olyvia Rosalia Wijayanti, Lumastari Ajeng Zainal Firdaus Wardhana