Article Per Year (5 Year)
p-Index From 2021 - 2026
0.408
P-Index
This Author published in this journals
All Journal Multidiciplinary Output Research for Actual and International Issue (Morfai Journal)
Witjaksono Adi Pangestu
Unknown Affiliation
Religion Agriculture, Biological Sciences & Forestry Arts Humanities Chemical Engineering, Chemistry & Bioengineering Civil Engineering, Building, Construction & Architecture Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Energy Engineering Environmental Science Health Professions Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Materials Science & Nanotechnology Social Sciences Other

Published : 2 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 2 Documents
Search

 1 
SYSTEMATIC LITERATURE OF THE INFLUENCE OF LEADERSHIP STYLE ON ORGANIZATIONAL BEHAVIOR THROUGH MOTIVATION Witjaksono Adi Pangestu; Victorio Chipta Gregory Manus; Sopiah
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 5 No. 4 (2025): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

Studi This study systematically analyzes the relationship between leadership styles and organizational behavior, with work motivation as an intervening variable. The method employed is a Systematic Literature Review (SLR) based on the PRISMA protocol, analyzing 50 scholarly articles published in Scopus-indexed journals over the last five years (2020–2025). The analysis reveals that transformational, authentic, entrepreneurial, paternalistic, and inclusive leadership styles significantly influence organizational behavior. Work motivation—whether intrinsic, extrinsic, or prosocial—serves as the primary psychological mechanism bridging the impact of leadership styles on such behavior. A theoretical synthesis is constructed through the integration of Full Range Leadership Theory, Self-Determination Theory, and Expectancy Theory, which is then formulated into an interactive conceptual model. This study contributes theoretically by expanding the multidimensional understanding of the relationships among organizational variables while offering practical implications for developing value-based leadership strategies and work motivation systems. The research also uncovers several gaps, including methodological limitations in longitudinal studies, geographic biases, and insufficient exploration of contemporary leadership styles. Recommendations are directed toward strengthening multilevel research designs, expanding the scope to informal sectors, and integrating interdisciplinary approaches.
SYSTEMATIC REVIEW OF THE INFLUENCE OF TALENT MANAGEMENT, CAREER DEVELOPMENT OPPORTUNITIES, AND POSITIVE WORK ENVIRONMENT ON ORGANIZATIONAL COMMITMENT THROUGH JOB SATISFACTION Witjaksono Adi Pangestu; Budi Eko Soetjipto; Ludi Wisnu Wardhana
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 5 No. 6 (2025): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

This article presents a systematic literature review (SLR) to analyze the relationship between talent management, career development opportunities, and a positive work environment on organizational commitment, with job satisfaction as a mediating variable. The study was conducted by selecting articles from reputable journals in the Scopus database (Q1–Q4) published between 2019 and 2024. The synthesis of results indicates that strategic talent management, inclusive career systems, and a supportive work environment contribute significantly to strengthening employees' affective loyalty. These findings confirm that job satisfaction is not merely an end result but serves as a key mediator bridging the influence of organizational stimuli on employee commitment. The developed conceptual model expands the application of Herzberg’s Two-Factor Theory and Social Exchange Theory within an evidence-based integrative framework. This study offers theoretical and practical contributions to the development of adaptive, sustainable, and well-being-oriented human resource management policies.
Co-Authors Budi Eko Soetjipto Ludi Wisnu Wardhana Sopiah, Sopiah Victorio Chipta Gregory Manus