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JENIUS (Jurnal Ilmiah Manajemen Sumber Daya Manusia)
Published by Universitas Pamulang
ISSN : 25812769     EISSN : 25989502     DOI : -
Core Subject : Economy,
Economics, Econometrics & Finance
Jurnal JENIUS adalah Jurnal Ilmiah Manajemen Sumber Daya Manusia yang dikhususkan bagi dosen - dosen yang membutuhkan jurnal dibidang Ekonomi yang mencakup tentang Manajemen Sumber Daya Manusia.
Arjuna Subject : -
Articles 391 Documents
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Factors Influencing Management Student Competency Development: The Impact of Learning Quality, Satisfaction, and Learning Environment on Academic Achievement Through Motivation and Self-Efficacy Kusjono, Gatot; Widodo, Sugeng; Suprianto, Suprianto
Jurnal Ilmiah Sumber Daya Manusia Vol 8 No 3 (2025): JENIUS (Jurnal Ilmiah Sumber Daya Manusia)
Publisher : Universitas Pamulang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32493/JJSDM.v8i3.51811

Abstract

Background: The development of management student competencies has become increasingly crucial in contemporary higher education, particularly as institutions strive to enhance academic outcomes and prepare students for dynamic professional environments. This study examines the complex relationships between learning quality, satisfaction, learning environment, and academic achievement, with motivation and self-efficacy serving as mediating variables. Methods: This quantitative study employed a structural equation modeling approach using Smart PLS 4.0 to analyze data from management students. The research utilized a cross-sectional survey design with validated instruments measuring learning quality (X1), satisfaction (X2), learning environment (X3), motivation (Y1), self-efficacy (Y2), and academic achievement (Z). The study applied bootstrapping procedures to test path coefficients and indirect effects, with all constructs demonstrating adequate reliability and validity. Results: The analysis revealed that learning environment (X3) had the strongest direct effect on both motivation (β = 0.636, p < 0.001) and self-efficacy (β = 0.526, p < 0.001). Learning quality significantly influenced both motivation (β = 0.183, p = 0.020) and self-efficacy (β = 0.291, p < 0.001). Satisfaction showed significant effects on self-efficacy (β = 0.150, p = 0.005) but not on motivation (β = 0.117, p = 0.066). Self-efficacy demonstrated a stronger mediating effect on academic achievement (β = 0.589, p < 0.001) compared to motivation (β = 0.341, p < 0.001). The model explained 78.4% of variance in motivation, 81.5% in self-efficacy, and 81.4% in academic achievement. Conclusions: The findings highlight the critical role of learning environment in fostering student competency development, with self-efficacy serving as a more powerful mediator than motivation in translating learning experiences into academic achievement. These results provide valuable insights for educational practitioners and policymakers in designing effective management education programs.
The Effect of Implementing Good Manufacturing Practices and Having a Halal Certificate on Competitiveness and Marketing Performance Muttaqin, Firman; Huda, Nuril
Jurnal Ilmiah Sumber Daya Manusia Vol 9 No 1 (2025): JENIUS (Jurnal Ilmiah Sumber Daya Manusia)
Publisher : Universitas Pamulang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32493/JJSDM.v9i1.52273

Abstract

The implementation of Good Manufacturing Practices (GMP) or good processing of processed food adopts the food safety system from ISO 22000 which has fourteen aspects and Halal Certificate which has eleven aspects for Small and Medium Industries (SMEs) in South Kalimantan. The implementation is considered to be still mentoring because there are still inconsistencies in several aspects and is a complex process, in addition, this implementation requires other resources such as costs, time and energy. This implementation is also linked to its impact on competitiveness in this case the competitiveness of the Porter model and marketing performance. The purpose of this study is to identify the variables of GMP implementation and Halal Certification on competitiveness and marketing performance and to analyze the effect of the implementation. This research method uses Partial Least Square-Structural Equation Modeling (SEM-PLS) analysis of the results of 256 respondents from thirteen regencies/cities in South Kalimantan through purposive sampling. The research instrument is a questionnaire with a Likert scale that has been tested for validity and reliability. The results of this study found that GMP implementation has an effect on halal certification, and halal certification also has an effect on competitiveness and marketing performance. This research focuses on GMP because there are still aspects that are invalid or not implemented in food SMEs, which are actually mandatory. The implications are improving human resource skills among SMEs and encouraging the government to support food SME policies to advance.
The Role of Spiritual Leadership, Perceived Organizational Support, Affective Commitment in Enhancing Organizational Citizenship Behavior Erliani, Sri; Ramadhani, Sri Ridma; Noor, Syufian; Saputra, Adisurya
Jurnal Ilmiah Sumber Daya Manusia Vol 9 No 1 (2025): JENIUS (Jurnal Ilmiah Sumber Daya Manusia)
Publisher : Universitas Pamulang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32493/JJSDM.v9i1.52417

Abstract

Organizational Citizenship Behavior (OCB) refers to employees' voluntary actions beyond formal job descriptions that positively contribute to organizational effectiveness. This study aims to examine the influence of spiritual leadership, perceived organizational support (POS), and affective commitment on OCB among hospital employees in Banjarbaru. The research applied an explanatory quantitative method with a sample of 100 respondents selected from a population of 184 using accidental sampling. Data were collected using a semantic differential scale (1–7) questionnaire and analyzed using Partial Least Square (PLS). The findings revealed: (1) spiritual leadership has a significant positive effect on OCB but not on affective commitment; (2) POS significantly influences affective commitment but has no significant effect on OCB; (3) affective commitment significantly influences OCB. These results indicate that while spiritual leadership and POS do not directly affect OCB through affective commitment, the latter plays a key mediating role in enhancing extra-role behaviors. This study contributes to the understanding of internal psychological and leadership factors that foster proactive work behaviors, and offers practical insights for developing human resource strategies in the healthcare sector.
Factors Affecting the Environment and Work Competencies in Improving Employee Performance at PT. Source of Bintang Rezeki Semarang Zebua, Murnikasi; Rahmad Satato, Yuniarto
Jurnal Ilmiah Sumber Daya Manusia Vol 9 No 1 (2025): JENIUS (Jurnal Ilmiah Sumber Daya Manusia)
Publisher : Universitas Pamulang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32493/JJSDM.v9i1.52699

Abstract

Employee performance is a key factor for company success in achieving organizational goals, especially in the labor-intensive garment industry. This study aims to analyze the influence of work environment and work competence on employee performance at PT. Source of Bintang Rezeki Semarang. The research method uses a quantitative approach with an explanatory survey design. The research population consists of all employees of PT. Sumber Bintang Rezeki Semarang totaling 120 people with a sample of 92 respondents determined using the Slovin formula. The sampling technique uses proportionate stratified random sampling. Data were collected through structured questionnaires with a Likert scale of 1-5 and analyzed using multiple linear regression. The results show that work environment has a positive and significant effect on employee performance (β=0.342, p=0.000), work competence has a positive and significant effect on employee performance (β=0.485, p=0.000), and both variables simultaneously have a positive and significant effect on employee performance (F=42.378, p=0.000) with the ability to explain variance of 54.4%. Work competence has a more dominant influence than work environment on employee performance. This study provides implications that companies need to prioritize employee competence development through continuous training programs while paying attention to work environment improvements to achieve optimal performance improvement.
The Influence of Work-Life Balance and Burnout on Employee Performance through Work Motivation as an Intervening Variable at the Inspectorate Office of Mahakam Ulu Regency Sudarwati, Anastasia Natalia; Yudhyani, Eka; Irwan, Sayid
Jurnal Ilmiah Sumber Daya Manusia Vol 9 No 1 (2025): JENIUS (Jurnal Ilmiah Sumber Daya Manusia)
Publisher : Universitas Pamulang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32493/JJSDM.v9i1.52929

Abstract

Employee performance was one of the key factors determining the success of an organization in achieving its goals. In this context, Work Life Balance (WLB), Burnout, and Motivation were considered important variables believed to influence performance. Many employees faced challenges in balancing job demands and personal life, which, if not managed properly, could trigger Burnout and decrease work motivation. Therefore, this study was conducted to examine the direct and indirect effects of Work Life Balance and Burnout on Employee Performance through Motivation as a mediating variable. This research used a quantitative approach with a survey method. The sample consisted of 31 respondents selected based on predetermined criteria. Data were collected using a questionnaire, and analyzed through Structural Equation Modeling (SEM) based on Partial Least Squares (PLS) using SmartPLS version 4 software. The tests conducted included convergent validity, discriminant validity, and instrument reliability. This study found that Work-Life Balance has a positive and significant effect on work motivation, while Burnout has a negative and significant effect. The better the employees' balance between work and personal life, the higher their work motivation, in line with Maslow's hierarchy of needs. Conversely, increased physical and emotional exhaustion leads to a decline in motivation. However, both Work-Life Balance and Burnout do not directly influence employee performance significantly. This implies that employees may continue to perform professionally regardless of their personal balance or level of fatigue. On the other hand, motivation has a proven positive and significant impact on performance. In other words, Work-Life Balance indirectly enhances performance through motivation, while Burnout indirectly diminishes it. Therefore, motivation serves as a crucial mediator linking Work-Life Balance and Burnout to employee performance within the organization.  
The Effect of Work-Life Balance, Work Environment and Work Stress on Employee Performance of PT Coalindo Adhi Perkasa with Organizational Citizenship Behavior as an Intervening Variable Nanda, Resty Meilia; Iskandar, Rusdiah; Yudhyani, Eka
Jurnal Ilmiah Sumber Daya Manusia Vol 9 No 1 (2025): JENIUS (Jurnal Ilmiah Sumber Daya Manusia)
Publisher : Universitas Pamulang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32493/JJSDM.v9i1.53033

Abstract

PT Coalindo Adhi Perkasa is a mining contractor company that implements a roster work system, in which employees work for a certain period and reside in company-provided housing. This work pattern has the potential to affect employees' work-life balance, working conditions, and stress levels, which ultimately impact their performance. This study aims to analyze the influence of work-life balance, work environment, and job stress on employee performance, with organizational citizenship behaviour (OCB) as an intervening variable. The research employed a quantitative approach using Structural Equation Modelling–Partial Least Squares (SEM-PLS) with the SmartPLS 4 software. The sample was determined through purposive sampling based on the criteria of employees working under the roster system, living in company housing, and not commuting daily. From a total population of 163 employees, 44 respondents met the criteria. Data were collected using a questionnaire with a five-point Likert scale. The findings indicate that work-life balance has a positive but insignificant effect on OCB and employee performance. The work environment has a positive and significant effect on both OCB and performance. Conversely, job stress has a negative but insignificant effect on OCB and performance. OCB has a significant positive effect on employee performance and partially mediates the relationship between the work environment and performance, but does not mediate the effects of work-life balance or job stress. The implications of this study emphasize the importance of creating a supportive work environment and strengthening OCB as strategies to improve performance in the mining sector, while personal factors such as work-life balance and job stress should be managed through organizational support to prevent a decline in employee commitment.
Employee Perception of Employee Performance Assessment at The Ministry of Health Polytechnic Surabaya Mahaputri, Citra; Yaimin, Yaimin
Jurnal Ilmiah Sumber Daya Manusia Vol 9 No 1 (2025): JENIUS (Jurnal Ilmiah Sumber Daya Manusia)
Publisher : Universitas Pamulang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32493/JJSDM.v9i1.44305

Abstract

This study aims to identify employee perceptions of performance appraisals at the Surabaya Ministry of Health Polytechnic. Effective performance appraisals are important to improve employee motivation, well-being, and the quality of institutional services. Carried out from July to October 2024, this study involved all employees as participants and used a descriptive study method. The study population consisted of 90 employees, with data collected through an online questionnaire that measured various aspects of perception such as fairness, satisfaction, transparency, and objectivity. The results of the study showed that the majority of employees (42.2%) considered the performance appraisal process to be fair, while 38.9% considered it quite fair. Most respondents (48.9%) were satisfied with the existing assessment system, and 47.8% agreed that the assessment results were fair. However, 26.7% of employees feel that their work motivation is affected by the results of the assessment. In terms of transparency, 37.8% of employees feel that the assessment process is quite transparent, and 44.4% feel that the system is consistent and objective. Most employees (71.1%) have taken part in performance-related training, and 36.7% believe the results of the assessment can help them develop their careers. Although 41.1% of employees did not feel the negative impact of the assessment on well-being, this study concluded that employee perceptions tend to be positive. However, further efforts are needed to improve understanding and communication regarding the assessment process so that employees feel more engaged and motivated
The Effect of Employer Branding and Corporate Reputation on Intention to Apply via Work Expectation Widiantari, Kadek; Irma Yunita, Putu
Jurnal Ilmiah Sumber Daya Manusia Vol 9 No 1 (2025): JENIUS (Jurnal Ilmiah Sumber Daya Manusia)
Publisher : Universitas Pamulang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32493/JJSDM.v9i1.54702

Abstract

Human Resources (HR) play a strategic role in determining a company’s success, especially in facing global competition that demands high levels of creativity and innovation. Generation Z, as a productive age group characterized as digital natives, now dominates the labor market, including in the Province of Bali. However, companies still face challenges in attracting the interest of this generation to apply for jobs. This study aims to analyze the effect of employer branding and corporate reputation on intention to apply with work expectation as a mediating variable among Generation Z in Bali Province. This research employs a quantitative approach using the Structural Equation Modelling–Partial Least Squares (SEM–PLS) method through the SmartPLS version 4.0 application. The research sample consists of 130 respondents selected using a purposive sampling technique, with criteria of individuals born between 1997–2012 who are currently seeking employment. The results indicate that employer branding (β = 0.192; p < 0.05) and corporate reputation (β = 0.284; p < 0.01) have a positive and significant effect on intention to apply, with an R² value of 0.56. In addition, employer branding (β = 0.498; p < 0.001) and corporate reputation (β = 0.384; p < 0.001) significantly influence work expectation, which in turn also affects intention to apply (β = 0.427; p < 0.001). These findings indicate that work expectation acts as a partial mediator in the relationship between employer branding and corporate reputation toward intention to apply. The implications of this study emphasize the importance of strengthening the company’s image and building a positive reputation to attract and retain Generation Z talents in Bali through the management of work expectations that align with the needs of this generation.
The Factors Influencing Sustainable Performance Among Generation Z Employees at Four-Star Hotels in Cibubur. Anjarwani, Puspita; Emilisa, Netania; Pasha, Nabeel Ariq; Yuwono, Ikhwanul Walya; Febrianto, Ariq Dwi
Jurnal Ilmiah Sumber Daya Manusia Vol 9 No 1 (2025): JENIUS (Jurnal Ilmiah Sumber Daya Manusia)
Publisher : Universitas Pamulang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32493/JJSDM.v9i1.54873

Abstract

The growth of the hospitality industry in the Cibubur area demands improved human resource quality, particularly among Generation Z employees who now form an important segment of the workforce. This study aims to analyze the effect of green human resource management on sustainable performance, with creativity and exploratory green innovation as mediating variables. A quantitative method was employed using an explanatory research design involving 130 Generation Z employees from four-star hotels in Cibubur. Data were collected through a Likert-scale questionnaire (1–5) and analyzed using Structural Equation Modeling. The results show that green human resource management positively influences creativity and exploratory green innovation, and directly enhances sustainable performance. Additionally, creativity and exploratory green innovation partially mediate the relationship between green human resource management and sustainable performance. These findings emphasize that green human resource practices can optimize sustainable performance when accompanied by strengthened creativity and exploratory green innovation in line with the needs of the modern hospitality industry. Thus, implementing green human resource management not only supports operational efficiency but also reinforces creative, innovative, and environmentally oriented behavior, thereby increasing hotels’ sustainable competitiveness. This practice also fosters a more adaptive, collaborative, and responsive work culture in addressing the evolving sustainability demands within today’s hospitality sector.
Factors Affecting Sustainability Among Employees of Private Banks in South Jakarta Kayla, Viona; Emilisa, Netania; Agustia , Anggita; Herliyani , Rani; Pasha, Nabeel Ariq
Jurnal Ilmiah Sumber Daya Manusia Vol 9 No 1 (2025): JENIUS (Jurnal Ilmiah Sumber Daya Manusia)
Publisher : Universitas Pamulang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32493/JJSDM.v9i1.54874

Abstract

Sustainability is now a strategic priority for private banks. In line with international guidelines, sustainable investment trends, and commitments to achieving the Sustainable Development Goals (SDGs), they are now integrating Environmental, Social, and Governance (ESG) principles into risk assessment, consumer preferences, and service development. Due to ESG integration, business objectives must be aligned with global commitments to biodiversity and climate. They also strengthen the bank's business model by incorporating social and environmental responsibility into long-term value creation. This study aims to examine the influence of digital transformation, entrepreneurship, and digital innovation on sustainability among employees of private banks in South Jakarta. This study applies a descriptive quantitative method with a sample of 120 respondents. The sampling technique uses purposive sampling methodology. Data collection used a questionnaire with a 1–5 Likert scale. Then, a Structural Equation Model (SEM) was used to analyze the data. The results showed that digital transformation and entrepreneurship had a positive and significant impact on digital innovation, as well as a positive impact on sustainability. In addition, it has been proven that digital innovation partially mediates the impact of digital transformation and entrepreneurship on sustainability. Overall, the success of improving sustainability in private banks is influenced by the effectiveness of digital transformation and entrepreneurial orientation supported by digital innovation, in line with respondents' perceptions that the four variables have been implemented quite well in their work environment.

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