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All Journal (JUMPER) International Journal of Teaching and Learning (INJOTEL)
Gabriel Amadeus Sitompul
Universitas Sumatera Utara, Indonesia
Humanities Economics, Econometrics & Finance Education Mathematics Social Sciences Other

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THE INFLUENCE OF SELF-EFFICACY ON STUDENT LEARNING OUTCOMES WITH ENVIRONMENT AS A MODERATING VARIABLE Fauzi Farchan; Taransa Agasya Tutupoly; Krisna Mediyantoro Baharuddin; Gabriel Amadeus Sitompul; Andy Soenanta
International Journal of Teaching and Learning Vol. 3 No. 5 (2025): MAY
Publisher : Adisam Publisher

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Abstract

This research is a quantitative research with an explanatory approach. The data used in this study are primary data from interviews with 400 high school students spread throughout Indonesia. The interview consisted of 10 questions with three main teams around Self-Efficacy, Student Learning Outcomes, and School Environment. The interview content contained 5 statements, namely strongly agree, agree, normal/so-so, disagree, and strongly disagree. The data was analyzed using the smart PLS 4.0 analysis tool. The result in this article show that each hypothesis proposed by the researcher in the research methodology section can be accepted. In the first hypothesis section which is in line with the five previous studies, namely (Revita 2019); (Pertiwi 2021); (NURLATIFAH RANGKUTI 2021); (Hartini 2023) & (Faadhilah 2020)shows similar results, namely the Self-Efficacy variable can have a positive relationship direction and a significant influence on Student Learning Outcomes because the P-Values are positive and below the significance level of 0.05, namely 0.023. This is because self-efficacy can create self-confidence or potential, competitive ability, and other things that can improve student learning outcomes. In the second hypothesis, as well as proof of the researcher's creativity in adding the Environment variable as a moderating variable, it also shows similar results, namely the Environment variable can moderate the influence of the Self-Efficacy variable on Student Learning Outcomes. This is because the P-Values value leads to the positivity and is below the significance level of 0.05, which is 0.000, which is more significant than direct testing of 0.023. Thus, the first and second hypotheses in this article can be accepted and proven.
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.
Co-Authors Andy Soenanta Fauzi Farchan Gde Bayu Surya Parwita Gede Satya Wicaksana Krisna Mediyantoro Baharuddin Suhardianto Taransa Agasya Tutupoly