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International Journal of Marketing and Human Resource Research
Published by Training & Research Institute Jeramba Ilmu Sukses
ISSN : -     EISSN : 27464040     DOI : 10.47747
Core Subject : Economy, Social,
Economics, Econometrics & Finance Social Sciences
International Journal of Marketing & Human Resource Research (IJMHRR) is a peer-reviewed and international marketing and human resource journal. The journal covers topics in the areas of human resource management, marketing, organizational behaviour, pricing, digital marketing, social marketing, consumer behaviour, and other related subjects. IJMHRR is open to various methodological approaches, including conceptual work, quantitative, qualitative, and mixed-methods. IJMHRR is published four times a year (January, April, July, and October). e-ISSN: 2746-4040. The Digital Object Identifier (DOI) is assigned to each published article and the journal is indexed by Crossref.
Arjuna Subject : Bisnis, Menejemen, dan Akutansi (semua kategori) - Pemasaran
Articles 148 Documents
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The Effect of Work Climate and Leadership Style on Job Satisfaction of Production Operators at PT. X Artia, Risa; Akbar, Rifqi Farisan
International Journal of Marketing & Human Resource Research Vol. 6 No. 3 (2025): International Journal of Marketing and Human Resource Research
Publisher : Training & Research Institute - Jeramba Ilmu Sukses

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47747/ijmhrr.v6i3.2904

Abstract

This study investigates the influence of work climate and leadership style on job satisfaction among production operators at PT X. Employing a quantitative approach with an explanatory research design, the study included all production operators as the population, selected through purposive sampling. Data were collected using three validated and reliable instruments: the Job Satisfaction Scale, the Work Climate Scale, and the Leadership Style Scale. Multiple linear regression analysis was employed to examine the relationships between variables. The findings reveal that both work climate and leadership style simultaneously have a significant effect on job satisfaction (R² = 0.805; p < 0.05). Moreover, the partial analysis indicates that work climate exerts a more dominant influence compared to leadership style. These results underscore the importance of fostering a supportive and conducive work environment to enhance employee satisfaction. Although leadership style has a relatively smaller effect, it still plays a critical role in shaping employees' attitudes and performance. The study recommends that organizations focus on improving both the work climate and leadership practices to promote higher job satisfaction and overall organizational effectiveness. Future studies may explore additional variables such as employee motivation or organizational culture to provide a more comprehensive understanding of job satisfaction dynamics.
The Influence of Leadership Style and Organizational Culture on Workplace Well-Being In Company X Hadiansyah, Widia Karlina; Akbar, Rifqi Farisan
International Journal of Marketing & Human Resource Research Vol. 6 No. 3 (2025): International Journal of Marketing and Human Resource Research
Publisher : Training & Research Institute - Jeramba Ilmu Sukses

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47747/ijmhrr.v6i3.2911

Abstract

This study aims to investigate the impact of leadership style and organizational culture on workplace well-being among employees at Company X. Workplace well-being refers to an individual's psychological state and overall quality of life within the work environment, influenced by both internal and external factors. Leadership style and organizational culture are considered critical external factors that shape employees' perceptions and work experiences. The study employs a quantitative correlational design with 32 employees as respondents. Data were collected using three instruments: the Workplace Well-being Questionnaire (WWQ), a leadership style scale, and an organizational culture scale. The results of the multiple regression analysis indicate that both leadership style and organizational culture have a significant impact on workplace well-being (p < 0.05). These findings suggest that a positive organizational culture and an effective leadership style are associated with higher levels of employee psychological well-being. The study highlights the importance for organizations to cultivate healthy leadership practices and foster a supportive work environment to promote employee well-being.
Agile Organization Implementation Evaluation to Improve Effectiveness and Efficiency: The Case of Pol PP Unit at Muara Enim Regency Juniarty, Tien; Basyith, Abdul; Yulanda, Delvina
International Journal of Marketing & Human Resource Research Vol. 6 No. 3 (2025): International Journal of Marketing and Human Resource Research
Publisher : Training & Research Institute - Jeramba Ilmu Sukses

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47747/ijmhrr.v6i3.2914

Abstract

The Civil Service Police Unit (Satpol PP) of Muara Enim Regency faces complex challenges, including limited resources, rigid bureaucracy, and increasing public demands for high-quality services. In response to these dynamics, Satpol PP has begun to implement Agile principles as a strategic approach to enhance work effectiveness and efficiency. This approach emphasizes cross-functional collaboration, task flexibility, digital technology utilization, and fast, adaptive decision-making. Initial results of Agile implementation show significant positive impacts, including an increase in community compliance from 64% to 91%, a reduction in violations from 867 cases in 2020 to 173 cases in 2024, and an 80% rise in personnel productivity. Moreover, public report responses have become faster, and budget utilization has become more efficient. However, the Agile approach still encounters several obstacles, including resistance to change, limited leadership support, and regulatory frameworks that are not yet fully adaptable to this new method. Therefore, a comprehensive evaluation of Agile implementation in the governmental context is crucial to ensure the sustainability and success of organizational transformation within Satpol PP Muara Enim Regency
Omnichannel Retail Strategies and Consumer Loyalty in The Hybrid Shopping Era Anugrahwati, Anugrahwati; Asdar, Asdar; Andania, Ana; Syam, Andi Wahyuni; Nasaruddin, Nasaruddin
International Journal of Marketing & Human Resource Research Vol. 6 No. 4 (2025): International Journal of Marketing and Human Resource Research
Publisher : Training & Research Institute - Jeramba Ilmu Sukses

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47747/ijmhrr.v6i4.3027

Abstract

Digital transformation has fundamentally changed consumer behavior patterns and retail business strategies in Indonesia. This study aims to explore the omnichannel experiences and strategies implemented by retailers and their impact on consumer loyalty in the hybrid shopping era, with a case study in Bone Regency. Using a qualitative phenomenological approach, data was collected through in-depth interviews and participatory observation of retailers and consumers actively shopping across online and offline channels. The findings reveal that consumers are becoming increasingly flexible in their channel choices, relying on the unique advantages of each channel to achieve convenience, speed, and added value. Channel integration, information transparency, and ease of access have become basic expectations that shape consumer loyalty. Cross-channel promotional programs and integrated loyalty systems have proven to strengthen emotional attachment and encourage consumers to become brand advocates. However, the main challenges remain in synchronizing stock and promotional information, staff digital literacy limitations, and service consistency across all channels. The implications of this study underscore the importance of investing in technology, training human resources, and fostering cross-sector collaboration to create an inclusive and sustainable hybrid retail ecosystem. Recommendations are provided for businesses and policymakers to be more adaptable in responding to the dynamics of consumer behavior in the digital era
The Effect of Competency and Working Environment on Motivation and Its Impact on Employee Performance: The Case of Musi Banyuasin Regional Secretariat’s Civil Servant Pahlawan, Reza Dwika; Fatimah, Fatimah; Moelyati, Trisniarty Adjeng
International Journal of Marketing & Human Resource Research Vol. 6 No. 4 (2025): International Journal of Marketing and Human Resource Research
Publisher : Training & Research Institute - Jeramba Ilmu Sukses

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47747/ijmhrr.v6i4.3035

Abstract

This study aims to determine 1) the influence of competence on the motivation of State Civil Apparatus employees at the Regional Secretariat of Musi Banyuasin Regency. 2) The influence of the work environment on the motivation of State Civil Apparatus employees at the Regional Secretariat of Musi Banyuasin Regency. 3) The influence of competence on the performance of State Civil Apparatus employees at the Regional Secretariat of Musi Banyuasin Regency. 4) The influence of the work environment on the performance of State Civil Apparatus employees at the Regional Secretariat of Musi Banyuasin Regency. 5) The influence of motivation on the performance of State Civil Apparatus employees at the Regional Secretariat of Musi Banyuasin Regency. This type of research is Associative. The variables used by researchers include Competence, Work Environment, Motivation, and Performance. The population of this study consisted of all ASN employees of the Regional Secretariat of Musi Banyuasin Regency, totaling 193 employees. The sample in the study comprised 120 employees, and the sampling technique used was Cluster Random Sampling. The data used in this study are primary data collected through a questionnaire. The data analysis technique used is Structural Equation Modeling (SEM) with the LISREL Program Application. The results of this study indicate that: 1) Competence has a significant effect on the motivation of State Civil Apparatus employees at the Musi Banyuasin Regency Regional Secretariat. 2) The work environment has no effect on the motivation of State Civil Apparatus employees at the Musi Banyuasin Regency Regional Secretariat. 3) Competence has a significant effect on the performance of State Civil Apparatus employees at the Musi Banyuasin Regency Regional Secretariat. 4) The work environment has a significant effect on the performance of State Civil Apparatus employees at the Musi Banyuasin Regency Regional Secretariat. 5) Motivation has a significant effect on the performance of State Civil Apparatus employees at the Musi Banyuasin Regency Regional Secretariat. Motivation strengthens the influence of competence and work environment on the performance of State Civil Apparatus employees at the Musi Banyuasin Regency Regional Secretariat.
The Effect of Education and Training on Employee Performance through Competency as Intervening Variable: The Case of BNI Multifinance Marketing Palembang Branch Wuri, Hutariadi; Idris, Muhammad; Asiati, Diah Isnaini
International Journal of Marketing & Human Resource Research Vol. 6 No. 4 (2025): International Journal of Marketing and Human Resource Research
Publisher : Training & Research Institute - Jeramba Ilmu Sukses

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47747/ijmhrr.v6i4.3036

Abstract

This study aims to determine the effect of education and training on employee performance, with competency serving as an intervening variable in marketing at the BNI Multifinance Palembang Branch. The object of this study is marketing employees at the BNI Multifinance Palembang Branch. The research method employed is associative research, involving two exogenous variables and two endogenous variables. The sampling technique used is proportionate stratified random sampling. The data used are primary data obtained from the results of questionnaire answers. The analysis technique employed is structural equation modeling (SEM). The results of this study indicate: (1) There is a significant effect of education on the performance of marketing employees at BNI Multifinance Palembang Branch, (2) There is a significant effect of training on the performance of marketing employees at BNI Multifinance Palembang Branch, (3) There is a significant effect of education on the competence of marketing employees at BNI Multifinance Palembang Branch, (4) There is a significant effect of training on the competence of marketing employees at BNI Multifinance Palembang Branch, and (5) There is a significant effect of competence on the performance of marketing employees at BNI Multifinance Palembang Branch
The Effect of Motivation, Discipline and Leadership on Employee Performance: The Case of Light Rail Transit (LRT) South Sumatera Ramadani,, Lisma; Fatimah, Fatimah; Tobari, Tobari
International Journal of Marketing & Human Resource Research Vol. 6 No. 4 (2025): International Journal of Marketing and Human Resource Research
Publisher : Training & Research Institute - Jeramba Ilmu Sukses

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47747/ijmhrr.v6i4.3054

Abstract

This study aims to determine the effect of Work Motivation, Work Discipline, and Leadership on the Performance of South Sumatra LRT (Light Rail Transit) Employees. This type of research is Associative. The variables used by researchers are Work Motivation, Work Discipline, and Leadership. The sample in this study was 127 PKWT employees from the South Sumatra LRT (Light Rail Transit) Station, selected by Cluster Sampling. The data used in this study are primary, collected through a questionnaire method. The data analysis technique used is Multiple Linear Regression with the SPSS Program Application. The results of this study indicate that: (1) Work Motivation, Work Discipline, and Leadership together have a positive and significant effect on Employee Performance, (2) Work Motivation has a positive and significant effect on Employee Performance. (3) Work Discipline does not have a significant effect on Employee Performance. (4) Leadership does not have a significant effect on Employee Performance
The Effect of Transactional Leadership and Transformational Leadership on Employee Affective Commitment with an Organizational Culture as Moderating Variable: The Case of Religious Court Lahat Yudha, Ary Puspita; Basyith, Abdul; Yulanda, Delvina
International Journal of Marketing & Human Resource Research Vol. 6 No. 4 (2025): International Journal of Marketing and Human Resource Research
Publisher : Training & Research Institute - Jeramba Ilmu Sukses

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47747/ijmhrr.v6i4.3055

Abstract

This study, which aims to analyze the influence of transactional and transformational leadership styles on employees’ affective commitment at the Religious Court of Lahat, with organizational culture as a moderating variable, was conducted with a rigorous and thorough research methodology. The background of this research underscores the importance of effective leadership and a healthy organizational culture in fostering employees’ commitment to the institution. The study employed a quantitative approach with a survey technique. Data were collected using a questionnaire that had been meticulously tested for validity and reliability, and then analyzed using Moderated Regression Analysis (MRA). The results show that neither transactional nor transformational leadership styles have a significant effect on employees’ affective commitment. However, organizational culture was found to have a positive and significant impact on affective commitment in the transactional leadership model. In contrast, its effect in the transformational leadership model was not significant. Furthermore, organizational culture does not moderate the relationship between transactional leadership and affective commitment, but it does moderate the relationship between transformational leadership and employees’ affective commitment.

Page 15 of 15 | Total Record : 148

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