Article Per Year (5 Year)
p-Index From 2021 - 2026
0.444
P-Index
This Author published in this journals
All Journal Multidiciplinary Output Research for Actual and International Issue (Morfai Journal) International Journal of Social Science, Educational, Economics, Agriculture Research, and Technology (IJSET)
Victorio Chipta Gregory Manus
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.
A SYSTEMATIC REVIEW OF THE IMPACT OF FLEXIBLE POLICIES ON ORGANIZATIONAL COMMITMENT WITH EMPLOYEE WELL-BEING AS AN INTERVENING VARIABLE Victorio Chipta Gregory Manus; Budi Eko Soetjipto; Ludi Wisnu Wardhana
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 5 No. 4 (2026): MARCH
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.20034535

Abstract

The transformation of modern work systems has positioned work flexibility as a strategic element in strengthening organizational commitment (OC). This study systematically examines the impact of work-life balance (WLB), remote work policies, and flexible scheduling on OC, with employee well-being as a mediating variable. A Systematic Literature Review (SLR) approach was employed, analyzing 77 scholarly articles published between 2019 and 2024. The literature was sourced from Scopus, Web of Science, Emerald, and ScienceDirect databases. Findings indicate that all three dimensions of work flexibility significantly and positively contribute to OC, both directly and through improvements in employee well-being. WLB demonstrably enhances affective commitment; remote work policies promote engagement and technology-driven loyalty; and flexible scheduling supports greater work engagement while reducing work-family conflict. Employee well-being is proven to be a primary mediator in the relationship between work flexibility and OC. This study also identifies conceptual, methodological, and contextual gaps in previous literature and recommends the development of an integrative theoretical model utilizing a multi-path mediation approach. The resulting theoretical and practical implications provide a foundation for the formulation of HR policies focused on well-being and sustainable employment. This review makes a significant contribution to enriching the literature and guiding the theoretical development of HRM in the context of flexible work.
Co-Authors Budi Eko Soetjipto Ludi Wisnu Wardhana Sopiah, Sopiah Witjaksono Adi Pangestu