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Jurnal Ilmiah Manajemen Kesatuan
Published by Institut Bisnis dan Informatika Kesatuan
ISSN : 23377860     EISSN : 2721169X     DOI : https://doi.org/10.37641/
Core Subject : Economy, Social,
Economics, Econometrics & Finance Social Sciences
Jurnal Ilmiah Manajemen Kesatuan (JIMKES) dikelola dan diterbitkan oleh Lembaga Penelitian dan Pengabdian Kepada Masyarakat (LPPM) Institut Bisnis dan Informatika Kesatuan bekerjasama dengan Fakultas Bisnis dan Fakultas Vokasional IBI Kesatuan.
Arjuna Subject : Bisnis, Menejemen, dan Akutansi (semua kategori) - Pemasaran
Articles 1,467 Documents
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The Strategic Role of Halal Values and Brand Image in Building Customer Trust and Satisfaction Faigah A Badjamal; Zakiya Zahara; Syamsul Bachri; Syamsul Bahri Dg. Parani; Muzakir; Maskuri Sutomo
Jurnal Ilmiah Manajemen Kesatuan Vol. 13 No. 6 (2025): JIMKES Edisi November 2025
Publisher : LPPM Institut Bisnis dan Informatika Kesatuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37641/jimkes.v13i6.4092

Abstract

The growth of digital technology and rising awareness of halal values have transformed marketing strategies in the culinary industry, particularly for medium-sized businesses. These businesses, typically employing 10–50 staff or generating in annual revenue, face unique challenges in building customer trust. This study aims to evaluate how social media marketing, halal value, brand image, product innovation, and customer satisfaction contribute to trust in medium-sized culinary businesses and to develop a conceptual framework. A systematic literature review was conducted, analyzing 71 articles from 412, published between 2014 and 2024, using the PRISMA framework. The findings show that innovative products, engaging social media content, consistent brand image, and transparent halal practices enhance customer satisfaction, which strengthens trust. Satisfaction acts as a key link, connecting these factors to customer loyalty through positive experiences. The study highlights that medium-sized culinary businesses can build strong customer connections by aligning strategies with local values and consumer needs. In conclusion, this research offers a new framework for understanding trust-building in culinary businesses and provides practical strategies, such as using social media to share halal certifications and innovative menus, to foster loyalty.
The Impact of Entrepreneurial Education on Entrepreneurial Intention through Self-Efficacy Boby Lianto; Chritina Whidya Utami; Wirawan Dwi Radianto
Jurnal Ilmiah Manajemen Kesatuan Vol. 13 No. 6 (2025): JIMKES Edisi November 2025
Publisher : LPPM Institut Bisnis dan Informatika Kesatuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37641/jimkes.v13i6.4097

Abstract

Entrepreneurial education is recognized as a catalyst for entrepreneurial intention, but inconsistent empirical evidence underscores the importance of examining psychological mediators such as self-efficacy to clarify its impact. This research examined how entrepreneurial education affects entrepreneurial intentions among university students in East Nusa Tenggara, Indonesia. This study investigated both direct influences and indirect effects through self-efficacy using the Theory of Reasoned Action. Survey data from 211 students across five institutions revealed a significant dual pathway. The measurement model showed excellent reliability with all constructs exceeding recommended thresholds, though discriminant validity concerns between self-efficacy and other constructs suggest potential conceptual overlap in this cultural context. Entrepreneurial education showed a modest direct effect on intentions, yet demonstrated a much stronger indirect impact through self-efficacy. The findings indicated entrepreneurial education substantially enhances self-efficacy, which then strongly influences entrepreneurial intentions. With a considerable total effect of 0.756, our results highlight that nearly 79% of entrepreneurial education’s impact occurs through self-efficacy enhancement rather than direct knowledge acquisition. These findings extend entrepreneurship theory by clarifying how educational interventions work through psychological mechanisms. For educators and policymakers in developing regions, this study emphasizes balancing knowledge transfer with self-efficacy development to maximize entrepreneurial outcomes.
The Mediating Role of Job Satisfaction and Organizational Commitment on Employee Performance Rudi Ruhdiat; Chablullah Wibisono; Nola Puspita
Jurnal Ilmiah Manajemen Kesatuan Vol. 13 No. 6 (2025): JIMKES Edisi November 2025
Publisher : LPPM Institut Bisnis dan Informatika Kesatuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37641/jimkes.v13i6.4109

Abstract

Employee performance is vital for organizational success, driven by effective leadership, work discipline, and communication, with job satisfaction and organizational commitment shaping these relationships. This study aims to explore how leadership, discipline, and communication shape employee performance by examining employees’ lived experiences and perceptions, with particular attention to the role of job satisfaction and organizational commitment within Indonesian organizations. The research develop a comprehensive model integrating these factors to enhance performance. Using a qualitative approach, the study conducts a literature review, analyzing journal articles, conference proceedings, and textbooks through thematic content analysis. Findings confirm that transformational leadership strongly inspires higher performance, work discipline ensures accountability and efficiency, and clear communication fosters trust and collaboration, all significantly boosting employee performance. Job satisfaction powerfully mediates these effects by enhancing motivation, while organizational commitment strengthens the satisfaction–performance link, particularly in Indonesia’s collectivist culture. The study concludes that organizations in Indonesia can improve performance by adopting transformational leadership, fair disciplinary systems, and transparent communication, with job satisfaction and commitment as critical levers. These insights provide practical strategies for Indonesian organizations and lay a foundation for future empirical research to validate the model in specific industries like healthcare and technology.
Integrative Model of Culture, Leadership, Trust, and Motivation for Enhancing Performance and HRD in Defense Organizations Anton Nugroho
Jurnal Ilmiah Manajemen Kesatuan Vol. 13 No. 6 (2025): JIMKES Edisi November 2025
Publisher : LPPM Institut Bisnis dan Informatika Kesatuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37641/jimkes.v13i6.4128

Abstract

Defense organizations face complex and unpredictable security threats, demanding not only technological advancement but also transformation in human and organizational dimensions.  The purpose of this study is to formulate a conceptual model called the synergic performance enabler model which integrates four strategic variables organizational culture, transformational leadership, institutional trust, and work motivation in improving performance and human resource development in national defense organizations. This study uses a systematic literature review approach, analyzing 40 reputable national and international journal articles indexed in Scopus, SINTA, and Google Scholar between 2015 and 2025. The sources were selected based on relevance to defense sector performance, leadership transformation, organizational behavior, and institutional development. The literature synthesis shows that organizational culture and transformational leadership are consistently associated with increased organizational performance and adaptability, particularly when supported by institutional trust and high intrinsic motivation. These four factors form a mutually reinforcing framework for achieving sustainable defense reform. The proposed synergic performance enabler model addresses gaps in prior research by offering an integrative perspective on human capital management in the defense sector. This study is the first to conceptualize a defense-specific organizational development model that combines leadership, trust, motivation, and culture into a unified strategy.
ESG, Corporate Governance, and Firm Value in Emerging Markets Lusy; Rafles Ginting; Yustinus Budi Hermanto
Jurnal Ilmiah Manajemen Kesatuan Vol. 13 No. 6 (2025): JIMKES Edisi November 2025
Publisher : LPPM Institut Bisnis dan Informatika Kesatuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37641/jimkes.v13i6.4136

Abstract

Firm value remains a critical research focus as rising sustainability pressures and growing investor attention to ESG practices continue to shape market assessments of corporate performance. This study investigates the effect of environmental, social, and governance practices on firm value, with Corporate Governance, particularly audit committee size, as a mediating variable in Indonesian publicly listed companies from 2018 to 2023. Using a quantitative approach with Partial Least Squares–Structural Equation Modeling (PLS-SEM), the research examines the interplay between ESG, governance mechanisms, and value creation. The results reveal that ESG has a significant positive impact on Tobin’s Q, highlighting its role as a value-creation strategy. In contrast, audit committee size shows negative effect on firm value, emphasizing that effectiveness matters more than the number of members. Mediation analysis indicates that the audit committee weakens the relationship between ESG and firm value through a suppressor effect, suggesting that ineffective governance may reduce the credibility of ESG benefits. These findings are discussed within the frameworks of stakeholder theory, signaling theory, and the resource-based view, reinforcing that sustainable value creation requires ESG to be integrated with effective governance mechanisms.
Driving Performance Through Intellectual Capital: A Moderated-Mediation Examination of Leadership and Training Under Policy Turbulence Patrick Marcos Lech Walesa Nababan; Danardana Murwani; Tommy Christian Efrata
Jurnal Ilmiah Manajemen Kesatuan Vol. 13 No. 6 (2025): JIMKES Edisi November 2025
Publisher : LPPM Institut Bisnis dan Informatika Kesatuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37641/jimkes.v13i6.4146

Abstract

In Indonesian government organizations, complex relationships exist between leadership, training, intellectual capital, performance, moderated by policy turbulence. This study investigates the complex relationships between leadership style, training and development, intellectual capital, and organizational performance in Indonesian government organizations, examining the moderating role of policy turbulence. Using a cross-sectional survey design, data were collected from 328 Indonesian government organizations through stratified random sampling across geographic regions, organizational sizes, and policy environments. The research employed Partial Least Squares Structural Equation Modeling (PLS-SEM) to test hypothesized relationships. Results reveal that intellectual capital serves as a critical mediating mechanism between organizational investments and performance outcomes. Training and development emerge as the strongest predictors of intellectual capital formation, while leadership style demonstrates a limited impact on intellectual capital development. Most significantly, policy turbulence positively moderates the intellectual capital-performance relationship, contradicting conventional wisdom about environmental uncertainty’s negative effects. The findings suggest that policy instability enhances rather than diminishes the strategic value of knowledge assets. Organizations with strong intellectual capital are better positioned to leverage uncertain policy environments for enhanced performance through improved adaptability and strategic flexibility.
Integrating Human Judgment to Address Algorithmic Bias in HR Practices in the Indonesian Context Emeralda Ayu Kusuma
Jurnal Ilmiah Manajemen Kesatuan Vol. 13 No. 6 (2025): JIMKES Edisi November 2025
Publisher : LPPM Institut Bisnis dan Informatika Kesatuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37641/jimkes.v13i6.4147

Abstract

Algorithmic decision-making is increasingly adopted in variance accounted for to streamline processes like recruitment, performance evaluations, and promotions, but it raises ethical concerns about bias, fairness, and transparency. This study aims to examine the risks, fairness challenges, and the role of human judgment in these systems. Using a qualitative literature review, the research analyzes existing studies to explore the benefits and ethical implications of algorithms in human resources. The findings reveal that algorithms enhance efficiency and objectivity but can perpetuate biases from historical data, potentially leading to unfair outcomes, particularly for marginalized groups. Human judgment is critical to ensure ethical decisions, addressing nuances like cultural fit that algorithms may overlook. In contexts like Indonesia, where cultural values influence workplace dynamics, tailored approaches are essential. The study concludes that organizations should implement regular audits, transparency protocols, and training for professionals to oversee algorithms effectively. Future research should develop fairness-focused algorithms and hybrid models integrating human oversight, especially in non-Western settings, to promote inclusive practices. This review contributes to balancing technological innovation with ethical considerations, fostering equitable human resources practices globally.
The Effect of Discipline, Work Commitment, and Work Motivation on Employee Job Satisfaction Hartati; Mulyana Machmud; Hasanuddin
Jurnal Ilmiah Manajemen Kesatuan Vol. 13 No. 6 (2025): JIMKES Edisi November 2025
Publisher : LPPM Institut Bisnis dan Informatika Kesatuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37641/jimkes.v13i6.4148

Abstract

Job satisfaction is essential for achieving organizational objectives, with work discipline, work commitment, and work motivation identified as key factors shaping employee attitudes and performance. The purpose of this study is to analyze the influence of work discipline, work commitment, and work motivation on employee job satisfaction. The research method uses a descriptive quantitative approach, involving 33 employees selected through a saturated sampling technique. Data were obtained using a 1–5 Likert-scale questionnaire and analyzed through multiple linear regression with SPSS version 25. The findings show that work discipline, work commitment, and work motivation each have a positive and significant effect on employee job satisfaction. Work motivation emerges as the most dominant variable, indicated by the highest regression coefficient. The simultaneous test confirms that all three variables collectively influence job satisfaction. The coefficient of determination (R² = 0.878) reveals that 87.8% of the variation in job satisfaction is explained by the studied variables, while 12.2% is affected by other factors not included in the model. These results emphasize the strategic importance of strengthening discipline, enhancing commitment, and improving motivation to elevate employee satisfaction and organizational performance.
Enhancing Employee Performance through Organizational Citizenship Behavior and Quality of Work Life Endang Sugiarti
Jurnal Ilmiah Manajemen Kesatuan Vol. 13 No. 6 (2025): JIMKES Edisi November 2025
Publisher : LPPM Institut Bisnis dan Informatika Kesatuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37641/jimkes.v13i6.4150

Abstract

Employee performance in Indonesia’s energy sector faces challenges from heavy workloads, shifting organizational cultures, and limited work–life balance, making it essential to examine the roles of organizational citizenship behavior and quality of work life as key drivers of productivity and sustainability. This study investigates the influence of organizational citizenship behavior and quality of work life on employee performance. The research was conducted using a quantitative method with a sample of 258 employees. Data were collected through structured questionnaires and analyzed using Structural Equation Modelling (SEM) via AMOS. The demographic analysis revealed that the majority of respondents were male, aged between 31–40 years, and held a Bachelor’s degree. The results confirmed that organizational citizenship behavior had a significant positive effect on employee performance, indicating that voluntary behaviors beyond formal roles contribute meaningfully to work outcomes. Likewise, quality of work life also had a significant positive impact, showing that aspects such as work–life balance and supportive work environments are essential for optimal performance. Both variables were discussed based on their behavioral and organizational implications. The findings underline the importance of fostering a conducive work environment and encouraging extra-role behaviors to enhance employee productivity in corporate settings.
Relevance of AIDA Theory in Consumer Behavior in the Digital Era: A Systematic Literature Review 2018–2024 Irine Diana Sari Wijayanti; Purnama Andri Murdapa
Jurnal Ilmiah Manajemen Kesatuan Vol. 13 No. 5 (2025): JIMKES Edisi September 2025
Publisher : LPPM Institut Bisnis dan Informatika Kesatuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37641/jimkes.v13i5.4156

Abstract

The rapid development of digital technology and algorithm-driven platforms has significantly transformed consumer behavior and challenged the applicability of classical marketing communication models, including the Attention–Interest–Desire–Action (AIDA) framework. This study aims to systematically examine the relevance and adaptability of AIDA theory in the digital era and to develop a conceptual extension that reflects contemporary digital marketing practices. Using a Systematic Literature Review (SLR) approach based on the PRISMA 2020 protocol, this study analyzes 30 peer-reviewed articles published between 2018 and 2024 that address the application of AIDA in digital marketing and consumer behavior contexts. The findings indicate that the AIDA model remains conceptually relevant as a foundational framework for understanding consumer decision-making. However, each stage has undergone substantial transformation due to algorithmic personalization, user-generated content (UGC), influencer marketing, and instant transaction technologies. Digital algorithms play a critical role in shaping attention and interest, while desire is increasingly influenced by social proof and emotional engagement. Furthermore, technological features such as one-click purchasing and integrated digital payments significantly accelerate the transition from desire to action. Several studies also emphasize the importance of post-purchase engagement and satisfaction, highlighting the need to extend the traditional AIDA structure. Based on the synthesis, this study proposes an Algorithmic AIDCAS model (Attention–Interest–Desire–Conviction–Action–Satisfaction) as a managerial-oriented framework that captures the non-linear, feedback-driven nature of digital consumer behavior. This model offers both theoretical and practical contributions by bridging classical marketing theory with data-driven digital marketing management. The findings provide valuable insights for academics and practitioners in designing, implementing, and evaluating digital marketing strategies in dynamic business environments. Keywords: AIDA Theory; Consumer Behavior; Digital Marketing; Algorithmic Marketing; Systematic Literature Review.

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