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Jurnal Media Ekonomi
Published by Universitas Bina Insan Lubuklinggau
ISSN : 16934768     EISSN : 26568861     DOI : https://doi.org/10.32767/jurmek.v25i3
Core Subject : Economy,
Economics, Econometrics & Finance
Jurnal ini dimaksudkan sebagai media kajian ilmiah hasil penelitian, pemikiran, pengkajian, dan pengembangan mengenai isu ekonomi, manajemen, dan bisnis. Situs Jurnal Media Ekonomi menyediakan artikel-artikel jurnal untuk diunduh secara gratis, berskala nasional, dan sumber referensi bagi akademisi. Editor menerima kiriman artikel yang sudah disesuaikan dengan template dan belum pernah diterbitkan atau dipublikasi pada jurnal lain. Setiap artikel yang masuk sebelum diterbitkan akan melalui proses cek plagiat melalui alat bantu turnitin.
Arjuna Subject : Bisnis, Menejemen, dan Akutansi (semua kategori) - Perilaku Organisasi dan Menejemen Sumber Daya Manusia
Articles 320 Documents
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CUSTOMER AND COMPETITOR ORIENTATION IN ENHANCING MARKETING PERFORMANCE: THE ROLES OF COMPETITIVE ADVANTAGE AND SERVICE INNOVATION Nizma Sina; Lutfi; Yanto Azie Setya
Jurnal Media Ekonomi (JURMEK) Vol 31 No 2 (2026): Jurnal Media Ekonomi
Publisher : LPPM UNIVERSITAS BINA INSAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32767/jurnalmediaekonomi.v31i2.3364

Abstract

Purpose: This study aims to examine the effects of customer orientation and competitor orientation on marketing performance by investigating the mediating role of competitive advantage and the moderating role of service innovation among Umrah travel agencies in Banten Province. Research Methodology: This study employed a quantitative approach using a survey method. Data were collected from owners and marketing personnel of licensed Umrah travel agencies in Banten Province. The collected data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS 4 to evaluate the proposed research model. Results: The findings indicate that customer orientation has a positive and significant effect on competitive advantage and marketing performance. Competitor orientation has a positive and significant effect on marketing performance but does not significantly influence competitive advantage. Furthermore, competitive advantage does not mediate the relationships between customer orientation and marketing performance or between competitor orientation and marketing performance. Likewise, service innovation does not significantly moderate the relationships between customer orientation and marketing performance or between competitor orientation and marketing performance. Conclusions: Customer orientation and competitor orientation directly contribute to improving marketing performance. However, competitive advantage and service innovation do not strengthen these relationships within the context of Umrah travel agencies in Banten Province. Limitations: This study focuses only on licensed Umrah travel agencies in Banten Province, limiting the generalizability of the findings to other service industries or geographical contexts. Contributions: This study contributes to the marketing management literature by extending the application of the Resource-Based View in explaining the relationships among customer orientation, competitor orientation, competitive advantage, service innovation, and marketing performance in the Umrah travel industry.
THE ROLE OF TRANSFORMATIONAL LEADERSHIP IN ORGANIZATIONAL CULTURE, CHANGE CAPABILITY, AND ORGANIZATIONAL PERFORMANCE AT PT HERVITAMA INDONESIA Wawan Setiawan; Werner Ria Murhadi
Jurnal Media Ekonomi (JURMEK) Vol 31 No 2 (2026): Jurnal Media Ekonomi
Publisher : LPPM UNIVERSITAS BINA INSAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32767/jurnalmediaekonomi.v31i2.3374

Abstract

Purpose: This study addresses organizational performance challenges at PT Hervitama Indonesia amid a dynamic business environment. Although previous studies have examined transformational leadership through organizational culture and change capability separately, limited evidence integrates both pathways with their direct relationships with organizational performance in a single empirical model, particularly in an Indonesian trading and industrial solutions company. Research Methodology: A causal quantitative approach was applied to 52 permanent employees using a census technique. Data were collected through a five-point Likert questionnaire and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with 5,000 bootstrap subsamples. Results: Transformational leadership significantly affects organizational performance (β=0.332), organizational culture (β=0.515), and change capability (β=0.447). Organizational culture (β=0.287) and change capability (β=0.371) also significantly affect organizational performance. The model explains 61.5% of the variance in organizational performance. Both organizational culture and change capability significantly mediate the relationship between transformational leadership and organizational performance. Conclusions: Transformational leadership is an important determinant of organizational culture, change capability, and organizational performance, while organizational culture and change capability provide complementary pathways to performance. Limitations: The study is limited to one company, 52 employees, and cross-sectional employee perceptions, which may restrict generalizability. Contributions: The study integrates organizational culture and change capability as complementary mechanisms linking transformational leadership to performance, extending leadership and dynamic capabilities perspectives. Managerially, the findings support strengthening transformational leadership, consistent organizational values, innovative capabilities, and change champions.
IMPROVING MARKETING PERFORMANCE THROUGH SERVICE INNOVATION: THE MEDIATING ROLES OF BRAND IMAGE AND COMPETITIVE ADVANTAGE AT PRIVATE VOCATIONAL HIGH SCHOOLS IN TANGERANG CITY Stefany Adellia Setya Krista; Lutfi; Hayati Nupus
Jurnal Media Ekonomi (JURMEK) Vol 31 No 2 (2026): Jurnal Media Ekonomi
Publisher : LPPM UNIVERSITAS BINA INSAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32767/jurnalmediaekonomi.v31i2.3357

Abstract

  Purpose: This study aims to analyze the effect of service innovation on marketing performance and examine the mediating roles of brand image and competitive advantage in private vocational high schools in Tangerang City. Research Methodology: This study employed a quantitative approach with a causal research design using a survey method. The population consisted of 110 private vocational high schools in Tangerang City, and census sampling was applied. Data were collected through questionnaires using a 1–10 interval scale and analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS) with SmartPLS 4. Results: The findings indicate that service innovation significantly influences marketing performance, competitive advantage, and brand image. Among these relationships, service innovation has the strongest effect on brand image (β = 0.703), indicating that innovation in educational services plays an important role in shaping positive public perceptions of schools. Furthermore, brand image and competitive advantage significantly improve marketing performance. The mediation analysis reveals that both variables partially mediate the relationship between service innovation and marketing performance, with brand image showing a stronger mediating effect (β = 0.232) than competitive advantage (β = 0.124). Conclusion: Service innovation contributes to improved marketing performance not only through direct effects but also by strengthening organizational assets, particularly brand image and competitive advantage. This study extends knowledge in educational service marketing and management by demonstrating that stakeholder perceptions of school reputation represent a critical mechanism for converting service innovation into superior marketing outcomes. Limitations: This study was limited to private vocational high schools in Tangerang City and used a cross-sectional design, which may restrict broader generalization. Keywords: Brand Image; Service Innovation; Competitive Advantage; Marketing Performance; Private Vocational High Schools. How to Cite: Krista, S. A. S., Lutfi, & Nupus, H. (2026). Improving marketing performance through service innovation: The mediating roles of brand image and competitive advantage at private vocational high schools in Tangerang City. Jurnal Media Ekonomi, 31(2), 70-79.
DETERMINANTS OF TURNOVER INTENTION AMONG PT. X EMPLOYEES: THE EFFECTS OF PERCEIVED ORGANIZATIONAL SUPPORT AND JOB SATISFACTION Nurzakinah Nurzakinah; Almansyah Rundu Wonua; Niar Astaginy
Jurnal Media Ekonomi (JURMEK) Vol 31 No 2 (2026): Jurnal Media Ekonomi
Publisher : LPPM UNIVERSITAS BINA INSAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32767/jurnalmediaekonomi.v31i2.3527

Abstract

Abstrak Objective: This research was conducted to analyze the effect of job satisfaction and organizational support on turnover intention among workers at PT. X, a mining company in the Kolaka Regency, Southeast Sulawesi. Research Methodology: A quantitative approach was applied in this research by designating 107 employees of PT. X as respondents. Because a saturated sampling technique was used, the entire population was automatically drawn as the research sample. The primary data collection process utilized questionnaire instruments, which were then processed and evaluated using the Partial Least Squares-Structural Equation Modeling (PLS-SEM) method equipped with the SmartPLS 4.0 software. Results: Based on statistical testing, it was revealed that perceived organizational support brings a significant negative impact on the intention to leave work, yielding values of  (β = -0.576; p < 0.001). The job satisfaction variable likewise showed a similar result, exerting a negative and significant effect on turnover intention with a magnitude of (β = -0.582; p < 0.001). From these findings, it can be interpreted that a stronger perception of support from the institution as well as higher levels of job contentment will directly result in a weaker inclination among employees to quit the company. Conclusions: Job satisfaction and organizational support prove to be key determinants in suppressing employee turnover intention at PT. X. The implication of these findings requires companies to pay closer attention to the forms of support provided while simultaneously fostering a comfortable working environment to enhance staff contentment as the foundation of employee retention strategies. Limitations: The primary limitation of this research lies in its sample scope being restricted to a single mining company, meaning that the generalization of findings must be conducted with caution, compounded by the limited variables examining turnover intention. Contribution:  This study enriches human resource management research literature by presenting empirical evidence on the role of organizational support and job satisfaction in curbing employee turnover intention in the Kolaka mining sector, while serving as a strategic reference for workforce retention.
WORK LIFE BALANCE AND JOB SATISFACTION IN EXPLAINING TURNOVER INTENTION: THE ROLE OF ORGANIZATIONAL COMMITMENT AMONG GENERATION Z EMPLOYEES IN A MINING COMPANY Tiara Amalia; Almansyah Rundu Wonua; Niar Astaginy
Jurnal Media Ekonomi (JURMEK) Vol 31 No 2 (2026): Jurnal Media Ekonomi
Publisher : LPPM UNIVERSITAS BINA INSAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32767/jurnalmediaekonomi.v31i2.3530

Abstract

Purpose: This research examines the influence of work-life balance and job satisfaction on turnover intention among Generation Z employees in the mining sector, utilizing organizational commitment as a mediating variable. Research Methodology: The study utilized a quantitative design with 98 Generation Z employees at PT. XYZ, Kolaka Regency, underpinned by Social Exchange Theory. All data gathered via the Likert-scale questionnaire were subsequently evaluated using the Structural Equation Modeling-Partial Least Squares (SEM-PLS) approach operated through the SmartPLS application. Results: Based on the testing results, turnover intention correlates negatively yet insignificantly with work-life balance, whereas job satisfaction and organizational commitment demonstrate prominent negative impacts. Conversely, work-life balance and job satisfaction provide meaningful positive boosts to organizational commitment. Mediation analysis further reinforces that organizational affiliation significantly bridges the relationship between work-life balance or job satisfaction and turnover intention. These findings indicate that positive workplace experiences primarily sustain staff retention through strengthened institutional commitment rather than a direct reduction in the desire to leave. Conclusions: This study emphasize that job satisfaction and organizational commitment play a crucial role in curbing the desire of Generation Z employees to leave companies in the mining sector. Although the variable of work-life balance has not been able to directly reduce turnover intentions, its impact remains evidently significant when channeled through robust organizational commitment. Limitations: The primary limitation of this research lies in its scope, which is confined to a single mining company and a restricted set of variables included in the research model. Such conditions naturally narrow the generalizability of the findings and leave other elements influencing turnover intention unexplored for future research. Contributions: This study successfully enriches the literature on Generation Z work behavior within the extractive sector by demonstrating that organizational commitment acts as a critical mechanism connecting workplace experiences to employees' decisions to stay or leave.
Determinasi Employee Well-Being Dalam Lingkungan Kerja Modern Systematic Literatur Review (SLR) Wafiq Azizah; Almansyah Rundu Wonua; Ismanto
Jurnal Media Ekonomi (JURMEK) Vol 31 No 2 (2026): Jurnal Media Ekonomi
Publisher : LPPM UNIVERSITAS BINA INSAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32767/jurnalmediaekonomi.v31i2.3537

Abstract

Abstract Objective: This study aims to identify and synthesize factors influencing employee well-being in the modern work environment, based on prior research. Research Methodology: The study employed the Systematic Literature Review (SLR) method following PRISMA guidelines. Literature was searched via ScienceDirect, Google Scholar, SpringerLink, and ProQuest for the period of 2020–2025. Of the 1,482 identified articles, 14 met the inclusion criteria and were systematically analyzed. Results: The synthesis indicates that employee well-being is associated with organizational, social, and personal resources, as well as digital/job demands. Identified factors include leadership, leader-member exchange, internal corporate social responsibility, digital leadership, organizational and social support, career crafting, growth mindset, resilience, and grit. Meanwhile, technostress and digital job demands can increase work pressure and potentially diminish employee well-being if not balanced by adequate resources. Conclusion: Employee well-being is influenced by the interaction between organizational, social, and personal resources and job demands. Therefore, enhancing employee well-being requires an integrated approach involving effective leadership, organizational and social support, individual capacity building, and the management of digital work demands.. Limitations: The research was limited to English-language articles from the 2020–2025 period across four databases and included only 14 studies that met the inclusion criteria. Contribution: This study provides an integrative synthesis of the determinants of employee well-being in the modern workplace and can serve as a reference for future research and for organizations developing human resource management strategies that support employee well-being.
THE EFFECTS OF PRICE, PRODUCT QUALITY, AND TRUST ON PURCHASE DECISIONS (A CASE STUDY OF CONSUMERS OF THE “MAHKOTA BAWANG” RED ONION DISTRIBUTOR IN PATI REGENCY) Nyona Liftia Layyinatus Siffa; Nunuk Supraptini; Fajar Suryatama
Jurnal Media Ekonomi (JURMEK) Vol 31 No 2 (2026): Jurnal Media Ekonomi
Publisher : LPPM UNIVERSITAS BINA INSAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32767/jurnalmediaekonomi.v31i2.3539

Abstract

Abstract Purpose: The present investigation seeks to evaluate the impact of price, product quality, and trust on consumer purchasing decisions at the “Mahkota Bawang” Red Onion Distributor in Pati Regency. Research Methodology: This research utilized a quantitative methodology incorporating an associative framework, encompassing 96 buyers of the “Mahkota Bawang” Red Onion Distributor in Pati Regency. Participants were chosen applying purposive sampling according to established requirements. Information was gathered via a systematic survey adopting a five-level Likert scale and examined utilizing Structural Equation Modeling-Partial Least Squares (SEM-PLS) supported by SmartPLS. Results: Price and product quality have a significant positive effect on purchasing decisions, while trust does not have a significant effect. Conclusions: The findings indicate that consumers prioritize price and product quality in making purchasing decisions, while trust is not a significant consideration in the context of seasonal agricultural commodities. Limitations: This study is limited to customers of the “Mahkota Bawang” Red Onion Distributor in Pati Regency, with a sample size of 96 respondents, and examines only three independent variables: price, product quality, and trust. Contributions: This scholarly work adds value to the marketing management discipline by delivering an empirical perspective regarding the elements determining consumer purchasing decisions within the agricultural commodity distribution industry. The outcomes of this investigation are anticipated to function as references for the “Mahkota Bawang” distributor in determining pricing strategies, maintaining product quality, and enhancing consumer trust.
THE ROLE OF WORK MOTIVATION IN MEDIATING ORGANIZATIONAL CULTURE AND COMPENSATION ON LECTURER PERFORMANCE AT UIN RADEN FATAH PALEMBANG Widya Krisnawati Budi Ningsih; Djatmiko Noviantoro; Sari Sakarina
Jurnal Media Ekonomi (JURMEK) Vol 31 No 3 (2026): Jurnal Media Ekonomi
Publisher : LPPM UNIVERSITAS BINA INSAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32767/jurnalmediaekonomi.v31i3.3548

Abstract

Purpose: This study aims to analyze the role of work motivation in mediating the influence of organizational culture and compensation on lecturer performance at UIN Raden Fatah Palembang. Research Methodology: This study employs a quantitative approach with descriptive and verificative designs. The population was all 578 ASN lecturers at UIN Raden Fatah Palembang, with a sample of 236 lecturers determined using the Slovin formula with a 5% margin of error. Sampling used proportionate stratified random sampling. Data were collected through questionnaires with a 5-point Likert scale. Data analysis used Structural Equation Modeling-Partial Least Square (SEM-PLS) with SmartPLS 3.0. Results: The results showed that: (1) organizational culture positively and significantly affects work motivation (β=0.531; t=11.127; p=0.000); (2) compensation positively and significantly affects work motivation (β=0.300; t=6.005; p=0.000); (3) organizational culture positively and significantly affects lecturer performance (β=0.203; t=3.967; p=0.000); (4) compensation positively and significantly affects lecturer performance (β=0.123; t=2.422; p=0.016); (5) work motivation positively and significantly affects lecturer performance (β=0.538; t=9.358; p=0.000); (6) work motivation mediates the influence of organizational culture on lecturer performance (β=0.286; t=6.947; p=0.000); and (7) work motivation mediates the influence of compensation on lecturer performance (β=0.162; t=5.517; p=0.000). R-Square values were 0.497 for work motivation and 0.574 for lecturer performance (moderate category). Conclusion: Organizational culture and compensation directly influence lecturer performance, both directly and indirectly through work motivation as a mediating variable. The partial mediation model confirms that work. Limitations: The study is limited by its cross-sectional design, convenience sampling, and student-based sample, which may restrict generalizability.
FAMILY BACKGROUND AND BUSINESS SUCCESSION IN FAMILY-OWNED COFFEE BUSINESSES: THE MEDIATING ROLE OF KNOWLEDGE TRANSFER Fendias Cahaya Permana Putra; Putra Panji Respati; Aries Kurniawan; Beni Dwi Komara; Tsabita Khwarazmita
Jurnal Media Ekonomi (JURMEK) Vol 31 No 3 (2026): Jurnal Media Ekonomi
Publisher : LPPM UNIVERSITAS BINA INSAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32767/jurnalmediaekonomi.v31i4.3624

Abstract

Purpose: This study aims to analyze the influence of family background on business succession and to examine the mediating role of knowledge transfer within family-owned coffee beverage businesses. Research Methodology: This quantitative, cross-sectional survey study was conducted in Gresik Regency, Indonesia. The unit of analysis is the individual successor's perception of succession readiness. Primary data were collected from 120 second-generation (and beyond) members of family-owned coffe businesses in Gresik Regency, Indonesian, using purposive sampling. Data analysis was performed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with bootstrapping set to 5,000 subsamples. Results: The findings reveal that family background has a significant positive effect on knowledge transfer (β = 0.635, T = 7.298, p < 0.001) and business succession (β = 0.548, T = 5.245, p < 0.001). Knowledge transfer also significantly influences business succession (β = 0.357, T = 3.021, p < 0.01). Crucially, bootstrapping analysis confirms that knowledge transfer significantly mediates the relationship between family background and business succession (indirect effect = 0.226, T = 2.451, p = 0.014). Family background explains 67.6% of the variance in knowledge transfer, and the model explains 40.3% of the variance in business succession. Conclusions: A supportive family background plays a crucial role in facilitating intergenerational knowledge transfer, which in turn equips successors with the necessary understanding, skills, and readiness to ensure successful business succession. Limitations: The study is limited by its cross-sectional design, reliance on self-reported perceptions, purposive sampling, and specific geographic and industry context. Contributions: This study advances the Knowledge-Based View (KBV) in family business literature by empirically testing knowledge transfer as a mediating mechanism, offering specific practical insights for intergenerational transition strategies.
THE INFLUENCE OF COMPENSATION AND WORK DISCIPLINE ON EMPLOYEE PERFORMANCE THROUGH WORK MOTIVATION AT THE PALEMBANG CITY TRANSPORTATION AGENCY Apriani Yuningsih; Manisa; Djatmiko Noviantoro
Jurnal Media Ekonomi (JURMEK) Vol 31 No 2 (2026): Jurnal Media Ekonomi
Publisher : LPPM UNIVERSITAS BINA INSAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32767/jurnalmediaekonomi.v31i2.3680

Abstract

Purpose: This study aims to analyze the effects of compensation and work discipline on employee performance through work motivation at the Palembang City Transportation Agency. Research Methodology: This study employed a quantitative correlational design involving 169 civil servant employees. A sample of 63 respondents was selected using simple random sampling, with the sample size determined using the Slovin formula at a 10% error rate. Data were collected using a five-point Likert-scale questionnaire and analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS) with SmartPLS 3.0. Results: Compensation did not significantly affect work motivation (p = 0.263), whereas work discipline had a significant positive effect (p < 0.001). Compensation significantly affected employee performance (p < 0.001), while the direct effect of work discipline was not significant (p = 0.639). Work motivation significantly affected employee performance (p = 0.001). The indirect effect of compensation through work motivation was not significant (β = 0.042, p = 0.249), whereas the indirect effect of work discipline was significant (β = 0.176, p = 0.007). Conclusions: Work motivation may mediate the relationship between work discipline and employee performance, but not the relationship between compensation and employee performance. These conclusions require confirmation after measurement validity is established. Limitations: The study involved a relatively small sample of civil servant employees from one agency, limiting generalizability. Contribution: This study provides insights into the potential mediating role of work motivation and offers practical considerations for improving human resource management through compensation policies and work-discipline strategies

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