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Jurnal Manajemen Universitas Bung Hatta
Published by Universitas Bung Hatta
ISSN : 19076576     EISSN : 26155370     DOI : https://doi.org/10.37301/jmubh.v15i2
Core Subject : Economy, Humanities, Science,
Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance
Jurnal Manajemen Universitas Bung Hatta focuses on publishing management research results everywhere, issues published by Jurnal Manajemen Universitas Bung Hatta covering the human resources management, marketing management, financial management, strategict management, entrepreneurship, and other management and business applications
Arjuna Subject : Bisnis, Menejemen, dan Akutansi (semua kategori) - Bisnis, Menejemen, dan Akutansi (Lain-Lain)
Articles 167 Documents
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Does Social Media Use Increase Innovative Work Behavior? The Mediating Role of Digital Engagement Rizkiya, Cahaya Alya; Rahman, Muhammad Fajar Wahyudi; Amelia, Ratih; Wihara, Dhiyan Septa
JURNAL MANAJEMEN UNIVERSITAS BUNG HATTA Vol 21 No 1 (2026): Jurnal Manajeman Universitas Bung Hatta
Publisher : Management Department, Faculty of Economics and Business, Universitas Bung Hatta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37301/jmubh.v21i1.29242

Abstract

This study examines the mediating role of digital engagement in the relationship between social media use and innovative work behavior among employees of Perumda Air Minum Surya Sembada Kota Surabaya, specifically within the context of promoting the Customer Information System (CIS) application. Using a quantitative approach with Partial Least Squares–Structural Equation Modeling (PLS-SEM), data were obtained from 70 eligible employees after the data screening process. The findings reveal that social media use positively and significantly influences both innovative work behavior and digital engagement. Furthermore, digital engagement itself demonstrates a significant positive effect on innovative work behavior. Crucially, digital engagement proves to be a significant mediator in the relationship between social media use and innovative work behavior. These results underscore that active digital engagement via social media platforms can effectively foster employee innovation, particularly in supporting organizational digital product promotion. The study strengthens the theoretical framework of Uses and Gratifications (U&G) by highlighting psychological engagement as a key mechanism. Practically, it offers organizations a blueprint for designing digital engagement strategies that enhance employee-driven innovation for digital product advancement.
When HRIS Drives Performance: Revealing the Dual Mediating Power of Job Involvement and Work Centrality Setyorini, Noni; Nastiti, Prianka; Fathurachman, Chadyan; Suniroh, Siti; Nugroho, Kiki
JURNAL MANAJEMEN UNIVERSITAS BUNG HATTA Vol 21 No 1 (2026): Jurnal Manajeman Universitas Bung Hatta
Publisher : Management Department, Faculty of Economics and Business, Universitas Bung Hatta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37301/jmubh.v21i1.29280

Abstract

Organizations are increasingly adopting Human Resource Information Systems (HRIS) to enhance HRM effectiveness and strengthen employee performance in digitally driven work environments. This study examines the effects of HRIS on job involvement, work centrality, and employee performance, while also evaluating the dual mediating roles of job involvement and work centrality. Data were collected from 200 employees selected through nonprobability sampling, targeting individuals with direct experience using HRIS. The measurement and structural models were analyzed using SmartPLS 4. The results indicate that HRIS significantly enhances job involvement, work centrality, and employee performance. Job involvement also shows a positive influence on performance, whereas work centrality does not exhibit a significant direct effect. Mediation analysis further reveals that job involvement significantly mediates the relationship between HRIS and employee performance, while work centrality does not. These findings suggest that HRIS improves employee performance primarily by fostering higher involvement rather than by strengthening work centrality. This study contributes to the literature by clarifying the psychological mechanisms through which digital HR systems influence employee outcomes and offers practical implications for organizations seeking to optimize HRIS utilization to enhance workforce performance.
The Influence Of Coordination Team And Strategy Operational On Team Performance In Pacu Jalur With Change Management As A Mediating Variable Ananda, Ragil; Nugroho, Gilang; Lubis, Rehansa
JURNAL MANAJEMEN UNIVERSITAS BUNG HATTA Vol 21 No 1 (2026): Jurnal Manajeman Universitas Bung Hatta
Publisher : Management Department, Faculty of Economics and Business, Universitas Bung Hatta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37301/jmubh.v21i1.29284

Abstract

This study examines the influence of team coordination and operational strategy on team performance, with change management acting as a mediating variable, using the Alam Cahayo Tuah Nagori team in the Pacu Jalur competition as the research subject. Although previous studies have explored the relationship between coordination, strategy, and team performance, there is a gap in the literature that has not fully addressed how change management mediates this influence in the context of traditional sports undergoing professionalization. Using a quantitative approach and Partial Least Squares–Structural Equation Modeling (PLS-SEM) analysis, the study, involving a total of 80 respondents, finds that both team coordination and change management have a significant impact on team performance, while operational strategy does not show a direct significant effect. However, operational strategy is shown to have a significant indirect effect through change management, highlighting the critical role of change management in enhancing adaptability and team performance. These findings emphasize the importance of integrating team coordination, operational strategy, and change management to achieve optimal team performance, and contribute to the theoretical understanding of operational management in professionalized traditional sports. The study also provides practical implications for sports teams to enhance their effectiveness through adaptive change management in the dynamic context of competition.  
Managing Talent in the Digital Age: Implications for Generation Z Engagement and Satisfaction Novialumi, Anita; Rahmaningsih, Dinda Pradita; Sukirno, Sukirno
JURNAL MANAJEMEN UNIVERSITAS BUNG HATTA Vol 21 No 1 (2026): Jurnal Manajeman Universitas Bung Hatta
Publisher : Management Department, Faculty of Economics and Business, Universitas Bung Hatta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37301/jmubh.v21i1.29329

Abstract

This study examines the effects of recruitment and selection, teamwork and management support, performance and career management, as well as income and compensation, on work engagement and job satisfaction among Generation Z employees in the digital era. The study involved 62 employees working in a food and beverage company in the Cikarang–Bekasi area, selected using a census sampling technique. Data were analyzed using descriptive methods and path analysis with Partial Least Squares–Structural Equation Modeling (PLS-SEM). Data were collected through an online survey distributed via Google Forms, consisting of 35 items measured on a five-point Likert scale. The results indicate that: salary and compensation, performance and career management, teamwork and management support, and recruitment and selection positively affect employees’ work engagement; these factors also have a positive effect on employees’ job satisfaction; and work engagement positively influences employees’ job satisfaction.
Determinant of Employee Engagement and Mediating Role of Job Satisfaction: A Systematic Literature Review Harif Amali Rivai; Risa Rizki Primayani
Jurnal Manajemen Universitas Bung Hatta Vol. 21 No. 2 (2026): Jurnal Manajemen Universitas Bung Hatta
Publisher : Management Department, Faculty of Economics and Business, Universitas Bung Hatta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37301/jmubh.v21i2.29286

Abstract

This study aims to identify and review the articles systematically regarding to mediating effect of job satisfaction (JS) in the relationship between work life balance (WlB), perceived organizational support (PoS), and employee engagement (EE), particularly in the context of organizations and millennial generation employees. The approach used was a Systematic Literature Review (SLR) following the PRISMA 2020 guidelines and the Watase Uake Tools. The article identification process was carried out through the Scopus database and other additional sources (Google Scholar, ResearchGate, and campus repositories). The search keywords involved a combination of: “work life balance” , “perceived organizational support” , “employee engagement” , and “job satisfaction”, with a publication year range of 2015–2025. A total of 169 articles were identified from Scopus, and after a rigorous screening process, 27 articles were deemed eligible and analyzed in this review. The review results show that JS consistently acts as a mediating variable that strengthens the relationship between WlB and PoS support on EE. The selected articles support that WlB and PoS have a significant indirect influence on EE through JS. Job satisfaction as a driver of employee engagement, particularly among millennials.    
Strategic Defense HRM 4.0: An Integrative Framework for Future-Ready Defense Organizations Hengky T. P. Aritonang; Guntur Eko Saputro; Imam Tri Wahyudi
Jurnal Manajemen Universitas Bung Hatta Vol. 21 No. 2 (2026): Jurnal Manajemen Universitas Bung Hatta
Publisher : Management Department, Faculty of Economics and Business, Universitas Bung Hatta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37301/jmubh.v21i2.29358

Abstract

The Fourth Industrial Revolution—artificial intelligence, autonomous systems, and hybrid threats—is fundamentally reshaping defense organizations. Traditional hierarchical personnel systems are increasingly inadequate for preparing military forces to operate across physical, digital, and cognitive domains. Despite this challenge, defense Human Resource Management (HRM) scholarship lacks a comprehensive framework integrating technological transformation, human-machine collaboration, and strategic workforce planning. This systematic review followed PRISMA 2020 guidelines, searching Scopus, Web of Science, and IEEE Xplore (2020–2025). From 512 publications, 52 peer-reviewed studies were thematically synthesized with independent double-coding (κ=0.82). Three key insights emerged: (1) predictive analytics in defense contexts improve personnel retention and enable proactive forecasting of critical skill gaps; (2) immersive VR/AR training enhances skill retention and reduces training duration; (3) ethical human-machine teaming requires explainable AI, calibrated trust, and ethical reasoning-focused leadership. These findings are integrated into the Strategic Defense HRM 4.0 Framework, comprising four pillars: data-driven talent management, digital workforce readiness, ethical human-machine teaming, and strategic HRM for organizational readiness. This framework enables defense organizations to transition from reactive personnel administration to proactive strategic workforce management.
The Role of Consumer Trust in Mediating Green Marketing and Word of Mouth Effects on Purchase Decision: The Moderating of Environmental Knowledge Zahara Yulia; Sefnedi Sefnedi; Reni Yuliviona
Jurnal Manajemen Universitas Bung Hatta Vol. 21 No. 2 (2026): Jurnal Manajemen Universitas Bung Hatta
Publisher : Management Department, Faculty of Economics and Business, Universitas Bung Hatta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37301/jmubh.v21i2.29370

Abstract

This study aims to analyze the effect of green marketing and word of mouth on purchase decision, with consumer trust as a mediating variable and environmental knowledge as a moderating variable, in the context of electric car consumers in West Sumatra Province. This study used a quantitative approach with primary data obtained through questionnaires from 134 respondents selected using cluster random sampling. Data analysis used Structural Equation Modeling (SEM) using Smart-PLS version 4. The results showed that green marketing and word of mouth did not have a significant influence on purchase decision. However, green marketing and word of mouth had a positive and significant influence on consumer trust. Furthermore, consumer trust and environmental knowledge had a positive and significant influence on purchase decision, and environmental knowledge had a positive and significant influence on consumer trust. In addition, the results of the study indicate that consumer trust mediates the relationship between green marketing and word of mouth on purchase decision. Meanwhile, environmental knowledge does not moderate the relationship between green marketing and consumer trust and does not moderate the relationship between consumer trust and purchase decision
The Moderating Role of Meaning of Work in The Relationship Between GHRM and Organizational Commitment Ika Wahyu Kurniawati; Dorojatun Prihandono; Taufiq Hidayat
Jurnal Manajemen Universitas Bung Hatta Vol. 21 No. 2 (2026): Jurnal Manajemen Universitas Bung Hatta
Publisher : Management Department, Faculty of Economics and Business, Universitas Bung Hatta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37301/jmubh.v21i2.29375

Abstract

This study aims to examine the influence of Green Human Resources Management (GHRM) and Meaning of Work (MoW) on Organisational Commitment (OC), while also testing the moderating role of MoW in the relationship between GHRM and OC. The research was conducted on employees from various organizational sectors in Semarang, Indonesia, involving 111 respondents selected through purposive sampling. Data were collected via an online questionnaire and analyzed using multiple regression and moderation analysis techniques. The findings reveal that GHRM does not have a direct significant effect on organisational commitment. In contrast, MoW has a significant positive effect on OC and serves as a moderator that strengthens the relationship between GHRM and OC. This indicates that the effectiveness of green HR practices in enhancing employee commitment largely depends on the employees’ perception of meaningful work. The study provides practical insights for HR practitioners to align environmental strategies with employees’ personal values and sense of purpose. By doing so, organizations can build stronger affective commitment among employees, especially in urban-industrial contexts like Semarang. The study contributes to the development of sustainable HR strategies by emphasizing the psychological factors that influence employees' responses to environmental policies.
Does Emotional Intelligence Reduce Problematic Social Media Use and Procrastination Through Self-Control Among Generation Z? A Gender-Based Multi-Group Analysis Sabrina Alfania Subandi; Muhammad Fajar Wahyudi Rahman
Jurnal Manajemen Universitas Bung Hatta Vol. 21 No. 2 (2026): Jurnal Manajemen Universitas Bung Hatta
Publisher : Management Department, Faculty of Economics and Business, Universitas Bung Hatta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37301/jmubh.v21i2.29928

Abstract

Problematic social media use and procrastination have become major behavioural challenges among Generation Z students. However, previous studies have primarily focused on the direct effects of Emotional Intelligence, while the psychological mechanism underlying these relationships remains insufficiently understood. This study aims to examine the effects of emotional intelligence on problematic social media use and procrastination, investigate the mediating role of self-control, and compare the structural relationships between male and female students using Multi-Group Analysis (MGA). A quantitative explanatory approach was employed using data collected from 226 Generation Z respondents through a structured questionnaire. The proposed model was analysed using Partial Least Squares Structural Equation Modeling (PLS-SEM) and MGA. The findings indicate that emotional intelligence does not significantly reduce problematic social media use but significantly reduces procrastination behaviour and positively influences self-control. Furthermore, self-control significantly reduces both problematic social media use and procrastination behaviour and mediates the relationships between emotional intelligence and both behavioural outcomes. This study contributes to the literature by demonstrating that self-control serves as an underlying psychological mechanism linking emotional intelligence with adaptive digital behaviour among Generation Z. The findings provide practical implications for educational institutions to strengthen emotional intelligence and self-control in promoting digital well-being.
The The Effect of Capital Structure on Profitability and Stock Returns In Banks Listed on The Indonesia Stock Exchange, 2021-2025 Januar Afrino; Listiana Sri Mulatsih; Sefrimel Angriani Zn3
Jurnal Manajemen Universitas Bung Hatta Vol. 21 No. 2 (2026): Jurnal Manajemen Universitas Bung Hatta
Publisher : Management Department, Faculty of Economics and Business, Universitas Bung Hatta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37301/jmubh.v21i2.29997

Abstract

This study examines the effect of capital structure on profitability and stock returns among banking companies listed on the Indonesia Stock Exchange during the 2021-2025 period. Capital structure is proxied by the Debt-to-Equity Ratio (DER), profitability is proxied by Return on Equity (ROE), and stock returns are measured using annual stock returns. The study applies an explanatory quantitative approach using balanced panel data from 12 banks over five years, yielding 60 bank-year observations. The model is estimated without control variables in order to remain consistent with the conceptual framework, which positions DER as the independent variable, ROE as the profitability variable, and stock returns as the market-based dependent variable. The estimation results show that DER has a significant negative effect on ROE, DER has a significant negative effect on stock returns, and ROE has a significant positive effect on stock returns. These findings indicate that a bank's capital structure is not only associated with shareholder profitability but also with the market's response to banking stocks.

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