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All Journal Jurnal Ilmiah Manajemen Kesatuan (JUMPER)
Gde Bayu Surya Parwita
Universitas Mahasaraswati Denpasar, Indonesia
Humanities Economics, Econometrics & Finance Social Sciences

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The Impact of Transformational Leadership on Employee Performance and Job Satisfaction Gde Bayu Surya Parwita; Hermin Nainggolan; Noorhani Dyani Laksmi; Ilyas
Journal Management & Economics Review (JUMPER) Vol. 3 No. 10. 1 (2026): Special Issue: Call For Paper JUMPER
Publisher : Malaqbi Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59971/jumper.v3i10. 1.1028

Abstract

This study aims to examine the impact of creativity, market orientation, and competitive strategy on startup performance. In This study aims to examine the impact of transformational leadership on employee performance and job satisfaction, as well as the mediating role of job satisfaction in the relationship between transformational leadership and employee performance. A quantitative research approach with a causal design was employed, and data were collected from 200 employees using a structured questionnaire based on a five-point Likert scale. The data were analyzed using Structural Equation Modeling with the Partial Least Squares (SEM-PLS) method. The results indicate that transformational leadership has a positive and significant effect on employee performance and job satisfaction. Furthermore, job satisfaction is found to have a significant positive effect on employee performance. The mediation analysis reveals that job satisfaction partially mediates the relationship between transformational leadership and employee performance, indicating that transformational leadership enhances performance both directly and indirectly through improving employee satisfaction. These findings highlight the importance of transformational leadership in fostering a supportive work environment that enhances employee attitudes and performance outcomes. The study provides practical implications for organizations to invest in leadership development programs and improve job satisfaction to achieve sustainable organizational performance.
Remote Work Flexibility, Work-Life Balance, and Organizational Commitment on Employee Retention Gede Satya Wicaksana; Gabriel Amadeus Sitompul; Suhardianto; Gde Bayu Surya Parwita
Journal Management & Economics Review (JUMPER) Vol. 3 No. 10. 1 (2026): Special Issue: Call For Paper JUMPER
Publisher : Malaqbi Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59971/jumper.v3i10. 1.1087

Abstract

The rapid transformation of the modern workplace, driven by digitalization and the widespread adoption of remote work, has significantly reshaped organizational practices and employee expectations. This study aims to examine the influence of remote work flexibility, work-life balance, and organizational commitment on employee retention. A quantitative research approach was employed using a cross-sectional survey design, with data collected from employees working in remote or hybrid work environments. The sample consisted of 150–250 respondents selected through purposive sampling. Data were analyzed using Structural Equation Modeling (SEM) with the Partial Least Squares (PLS) approach. The results indicate that remote work flexibility has a significant positive effect on employee retention, work-life balance, and organizational commitment. Furthermore, both work-life balance and organizational commitment are found to significantly influence employee retention. The mediation analysis reveals that work-life balance and organizational commitment partially mediate the relationship between remote work flexibility and employee retention. These findings suggest that flexible work arrangements not only directly improve retention but also enhance it indirectly by promoting employee well-being and strengthening emotional attachment to the organization. This study contributes to the growing body of literature on remote work and provides practical implications for organizations seeking to improve employee retention through flexible and supportive work policies.
Green Human Resource Management and Firm Performance: The Role of Green Innovation in Indonesian SMEs Gde Bayu Surya Parwita; Made Ika Prastyadewi
Jurnal Ilmiah Manajemen Kesatuan Vol. 14 No. 3 (2026): JIMKES Edisi Mei 2026
Publisher : LPPM Institut Bisnis dan Informatika Kesatuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37641/jimkes.v14i3.5213

Abstract

SMEs play a crucial role in economic development but face challenges in integrating environmental sustainability into business operations. Green Human Resource Management (GHRM) has been proposed as a mechanism to foster green innovation and enhance sustainable performance. However, evidence from SMEs, particularly in emerging economies, remains limited and predominantly quantitative. This study investigates how GHRM contributes to multidimensional firm performance through green innovation in Indonesian SMEs. Using a qualitative multiple case study design, data were collected from 12 SMEs across manufacturing and service sectors via semi-structured interviews, non-participant observations, and document analysis. Thematic analysis identified four key patterns: emergent, values-based adoption of GHRM, selective deployment of core GHRM practices, green innovation as a linking mechanism between GHRM and performance, and capability and institutional barriers influencing outcomes. Findings indicate that informal, owner-driven GHRM fosters employee engagement in green process, product, and organizational innovations, generating environmental, operational, market, and social benefits. The study highlights the role of contextual factors such as regulatory enforcement and supply-chain pressures. Implications include guidance for SME managers on embedding environmental values in HR practices and for policymakers on designing integrated support programs to promote sustainable, innovation-driven SMEs.
Co-Authors Gabriel Amadeus Sitompul Gede Satya Wicaksana Hermin Nainggolan Ilyas Made Ika Prastyadewi Noorhani Dyani Laksmi Suhardianto