cover
Article Per Year (5 Year)
All
Home Page
OAI Link
Editorial Team
Contact
Reviewer
Google Scholar
Contact Name
Khusnul Rofida Novianti
Contact Email
khusnulrofida@umm.ac.id
Phone
+6285733115076
Journal Mail Official
jamanika@umm.ac.id
Editorial Address
Management Department, Faculty of Economics and Business, Universitas Muhammadiyah Malang Gedung Kuliah Bersama 2, 2nd Floor. Jalan Raya Tlogomas 246, Kota Malang, East Java, Indonesia
Location
Kota malang,
Jawa timur
INDONESIA
Jurnal Manajemen Bisnis dan Kewirausahaan
Published by Universitas Muhammadiyah Malang
ISSN : -     EISSN : 27761118     DOI : https://doi.org/10.22219/jamanika
Core Subject : Science,
Decision Sciences, Operations Research & Management
Jamanika is open access journal that published both quantitative and qualitative research articles related to the fields of management and entrepreneurship. Subjects suitable for publication include the following fields: - Finance Management - Operation Management - Human Resource Management - Marketing Management - Strategic Management - Entrepreneurship The submitted articles in any management and entrepreneurship subjects and any research methodology that meet the standards established for publication in the journal. The primary, but not exclusive, audiences are academicians, graduate students, practitioners, and others interested in management and entrepreneurship research. The primary criterion for publication is the significance of the contribution an article makes to the literature in the management and business area, i.e., the significance of the contribution and the rigor of analysis and presentation of the paper. The acceptance decision is made based upon an independent review process that provides critically constructive and prompt evaluations of submitted manuscripts. Peer Review Process
Arjuna Subject : Bisnis, Menejemen, dan Akutansi (semua kategori) - Perilaku Organisasi dan Menejemen Sumber Daya Manusia
Articles 169 Documents
 13   14   15   16   17 
Electronic Word-of-Mouth and Patient Satisfaction in Hospital Services: A Systematic Literature Review and Bibliometric Analysis Fikri, Emawan Noor; Jatmiko, Safari Wahyu; Setyawan, Anton Agus
Jurnal Manajemen Bisnis dan Kewirausahaan Vol. 6 No. 1 (2026): MARCH
Publisher : Universitas Muhammadiyah Malang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22219/jamanika.v6i1.42778

Abstract

This study aims to identify the factors influencing electronic word-of-mouth (e-WOM) and assess its impact on healthcare services. This systematic review was conducted following the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines, along with a bibliometric analysis to develop research on electronic word-of-mouth and satisfaction with hospital services. Article searches were conducted in the PubMed and Lens databases for the years 2015–2024 using the SPICE strategy. Out of 443 articles found, n =112 met the criteria for further analysis. At the beginning of 2015, the publication trend was 6 documents, peaking in 2022 with 44 documents. Based on the VOSviewer analysis, the keyword “humans” appeared most frequently, 41 times, followed by “social media” 23 times. “Male” and “female” each appeared 19 times. The frequency of keyword occurrences in previous research is reflected in 34 articles published during the 2000–2019 period, while the effect size of e-WOM in hospitals shows that the Assurance dimension of SERVQUAL has the highest negative impact (58.3%), followed by Responsiveness (34.2%). The theoretical implication of this article is that e-WOM has a positive impact on satisfaction, image, service choice decisions, and patient loyalty, suggesting that hospitals should manage it effectively and adjust strategies based on patient demographics. The managerial implication is that hospitals need to leverage e-WOM to improve service quality and patient engagement by promoting positive experiences, implementing loyalty programs, pursuing continuous service improvement, using AI-based digital innovations, and analyzing social media to enhance communication and build a supportive patient community. In conclusion, these findings provide strategic insights for hospital managers on strengthening patient loyalty through e-WOM optimization.
Shaping Green Purchase Intention: How Attitude, Norms, Environmental Awareness, and Knowledge Interact Devani, Putu Chyntia Ayu; Basmantra, Ida Nyoman
Jurnal Manajemen Bisnis dan Kewirausahaan Vol. 6 No. 1 (2026): MARCH
Publisher : Universitas Muhammadiyah Malang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22219/jamanika.v6i1.42911

Abstract

This study investigates key determinants of green purchase intention among Indonesian youth by applying an extended Theory of Planned Behaviour (TPB) that integrates attitude toward green products, subjective norms, environmental concern, and environmental knowledge. A quantitative, cross-sectional survey was administered online to purposively selected respondents in Jakarta, Bandung, and Bali (n = 210), measured using a five-point Likert scale. The indicators captured attitude (ATT1–ATT3), subjective norms (SN1–SN2), environmental concern (EC1–EC3), environmental knowledge (EK1–EK4), and green purchase intention (GP1–GP3). Data were analysed using Partial Least Squares–Structural Equation Modeling (PLS-SEM), including measurement-model evaluation (outer loadings > 0.701; AVE = 0.581–0.753; composite reliability = 0.844–0.868) and structural testing via bootstrapping. The structural results show that attitude exerts the strongest positive effect on green purchase intention (β = 0.377; t = 5.230; p < 0.001; f² = 0.160), followed by environmental concern (β = 0.280; t = 3.610; p < 0.001; f² = 0.080) and environmental knowledge (β = 0.204; t = 2.675; p = 0.004; f² = 0.040). In contrast, subjective norms are not significant (β = 0.035; t = 0.482; p = 0.315; f² = 0.002). The model explains substantial variance in green purchase intention (R² = 0.642; adjusted R² = 0.635). Theoretically, the findings refine extended TPB in a developing-country context by demonstrating the primacy of internal cognitive–affective drivers over social pressure for urban youth. Practically, firms and policymakers should prioritize attitude-building communication, environmental education, and credible green information to strengthen intention formation. Overall, this study highlights that strengthening consumers’ attitudes, concern, and knowledge is pivotal to accelerating sustainable purchasing intentions in Indonesia.
The Influence of Work Demands and Rewards on Hospital Service Quality through Employee Satisfaction Imron, Ali; Setyawan, Anton Agus; Romaniyanto, Romaniyanto; Sumarwoto, Tito; Guntoro, Amed Gatut; Romadhon, Yusuf Alam
Jurnal Manajemen Bisnis dan Kewirausahaan Vol. 6 No. 1 (2026): MARCH
Publisher : Universitas Muhammadiyah Malang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22219/jamanika.v6i1.42934

Abstract

This study investigates how job demands and job rewards influence hospital service quality, and whether employee satisfaction mediates these relationships among staff at Prof. Dr. R. Soeharso Orthopedic Hospital, Surakarta. Using an explanatory quantitative design, Likert-scale questionnaires were collected from 235 medical and non-medical employees (n=235) through voluntary response sampling and analyzed with PLS-SEM (SmartPLS) to test a model comprising job demands (X1), job rewards (X2), employee satisfaction (Z), and service quality (Y), operationalized with demand, reward, satisfaction, and SERVQUAL-based service quality indicators. The measurement model met adequacy criteria (AVE>0.50; composite reliability=0.875–0.935; Cronbach’s alpha>0.80) and showed acceptable collinearity (VIF<5). In the structural model, job demands had a negative but non-significant direct effect on service quality (β=-0.025; t=0.415; p>0.05), while job rewards had a positive, significant direct effect (β=0.281; t=3.405; p=0.001). Job demands significantly reduced employee satisfaction (β=-0.198; t=3.455; p=0.001), whereas job rewards strongly increased satisfaction (β=0.759; t=26.836; p<0.001). Employee satisfaction positively predicted service quality (β=0.389; t=4.210; p<0.001) and mediated both exogenous variables’ effects on service quality; effect-size results indicated a large contribution of rewards to satisfaction (f²=1.564). The model explained 63.3% of the variance in employee satisfaction (R²=0.633; Q²=0.439) and 40.5% in service quality (R²=0.405; Q²=0.280). Theoretically, the findings extend job demands–resources logic in a hospital context by evidencing satisfaction as a key mechanism linking work conditions to perceived service quality. Practically, hospital managers should calibrate workloads and institutionalize fair financial and non-financial rewards to sustain satisfaction and improve service delivery. Overall, the study shows that reward strengthening and demand management are strategic levers for consistently high-quality hospital services.
The Effect of Salary and Workload on The Performance of Employees at PT. Original Bird Nest Medan Buaya, Meidan Rika; Sitanggang, HD. Melva; Zebua, Adiwima
Jurnal Manajemen Bisnis dan Kewirausahaan Vol. 6 No. 1 (2026): MARCH
Publisher : Universitas Muhammadiyah Malang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22219/jamanika.v6i1.43125

Abstract

This study investigates the effects of salary and workload on employee performance at PT. Original Bird Nest Medan. Using a quantitative, explanatory design, data were collected through structured questionnaires administered to all available employees using a saturated sampling technique (n = 50). The model examines salary (X1), workload (X2), and employee performance (Y) with indicators adapted from prior literature: salary (eligibility, work motivation, job satisfaction), workload (working conditions, use of working time, targets to be achieved), and performance (work quality, work quantity, task implementation, responsibility). Multiple linear regression was applied to estimate the partial and simultaneous effects of predictors on performance. The results show that salary has a positive and significant influence on employee performance (β = 0.242; t = 2.628; p = 0.012), and workload also has a positive and significant influence (β = 0.689; t = 7.490; p < 0.001). Simultaneously, salary and workload significantly predict employee performance (F = 48.686; p < 0.001). The model explains a substantial proportion of variance in performance, with Adjusted R² = 0.661 (≈66%) and R² = 0.674, indicating that the remaining 34% may be attributed to other organizational factors not included in this study. Theoretically, this study reinforces compensation and job-demand perspectives by demonstrating that performance outcomes are shaped by both financial rewards and the structuring of work demands. Practically, the findings suggest that organizations should align salary fairness and workload allocation with operational expectations to sustain optimal performance and reduce performance decline associated with perceived imbalance. Overall, the study underscores that integrated compensation and workload management is essential for strengthening employee performance in labor-intensive production contexts.
ESG Disclosure, Intellectual Capital, and Firm Financial Performance: The Role of Board Gender Diversity as a Moderator Pondrinal, Muhammad; Luthan, Elvira
Jurnal Manajemen Bisnis dan Kewirausahaan Vol. 6 No. 1 (2026): MARCH
Publisher : Universitas Muhammadiyah Malang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22219/jamanika.v6i1.43141

Abstract

This study examines whether ESG disclosure and intellectual capital affect Indonesian banks’ financial performance and whether board gender diversity (BGD) moderates these effects. Panel data from 14 IDX-listed banks during 2019–2023 (n = 70 firm-year observations) were analyzed using a Random Effect Model and Moderated Regression Analysis in EViews 12. ROA represents financial performance; ESG is a GRI-based disclosure index; intellectual capital is measured by VAIC; and BGD is the proportion of female directors. Results show ESG disclosure improves ROA (β = 0.010735; t = 2.199; p = 0.031), whereas intellectual capital is negative and not significant (β = −0.000196; t = −0.112; p = 0.911) and BGD has no significant direct effect (β = −0.015360; t = −1.292; p = 0.201). The baseline model explains modest variation in ROA (R² = 0.093; adjusted R² = 0.052). Interaction tests indicate that BGD strengthens the ESG–ROA link at the 10% level (βESG×BGD = 0.080093; p = 0.055) and significantly strengthens the intellectual capital–ROA link (βIC×BGD = 0.022174; t = 2.762; p = 0.007), suggesting gender-diverse boards help convert sustainability transparency and knowledge-based resources into profitability. The study contributes to Resource-Based Theory and Stakeholder Theory by showing that governance diversity is a boundary condition for realizing performance payoffs from ESG disclosure and intellectual resources in an emerging-market banking context. Practically, banks should enhance ESG reporting quality, improve intellectual-capital efficiency, and increase female representation in boards and key committees to strengthen oversight and strategic use of intangible assets. Overall, the findings highlight inclusive governance as a strategic lever to amplify the financial benefits of ESG disclosure and intellectual capital in Indonesian banking.
Perceived Value Mediates Product Quality and Price Effects on Purchases at Pandang Kopi, Gianyar, Bali Laksmana, I Nyoman Hendra; Widhiari, Luh Kemala Putri; Rinaldi, Eldian; Fauziah, Laily
Jurnal Manajemen Bisnis dan Kewirausahaan Vol. 6 No. 1 (2026): MARCH
Publisher : Universitas Muhammadiyah Malang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22219/jamanika.v6i1.43299

Abstract

The rapid growth of the Indonesian coffee industry has intensified competition among local coffee shop MSMEs, particularly in tourism destinations such as Gianyar, Bali. In this context, understanding how consumers evaluate product quality and price through perceived value is essential for sustaining competitiveness. This study investigates the direct effects of product quality and price on purchasing decisions and examines the mediating role of perceived value among consumers of Pandang Kopi, a local MSME coffee shop. A quantitative approach was employed using Partial Least Squares–Structural Equation Modelling (PLS-SEM). Data were collected from 106 consumers through accidental sampling and analyzed using SmartPLS 4.1.1.2. The results show that product quality (β = 0,159; p < 0,05) and price (β = 0,161; p < 0,05) have positive and significant direct effects on purchasing decisions. Perceived value demonstrates the strongest influence on purchasing decisions (β = 0,683; p < 0,001), explaining a substantial proportion of variance (R² = 0,79). Product quality (β = 0,309; p < 0,001) and price (β = 0,590; p < 0,001) also significantly enhance perceived value. Mediation analysis reveals that perceived value significantly mediates the relationship between product quality and purchasing decisions (β = 0,211; p < 0,001) as well as between price and purchasing decisions (β = 0,403; p < 0,001). Notably, the indirect effect of price through perceived value is stronger than its direct effect, indicating that consumers emphasize overall value rather than price alone. Theoretically, this study contributes to value-based consumer decision models by empirically validating perceived value as a central psychological mechanism in MSME coffee shops located in tourism regions. Practically, the findings suggest that local coffee shop MSMEs should prioritize sensory product quality, fair pricing, and holistic consumption experiences to strengthen perceived value and encourage purchasing decisions.
Analysis of Impulsive Buying Mechanism Through Hedonic Motivation, Emotion, and Online Trust Al Faruq, Muhammad Umar; Masnita, Yolanda; Yusran, Husna Leila
Jurnal Manajemen Bisnis dan Kewirausahaan Vol. 6 No. 1 (2026): MARCH
Publisher : Universitas Muhammadiyah Malang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22219/jamanika.v6i1.43383

Abstract

This study aims to analyze the mechanisms underlying online impulse buying among Muslim women consumers of modest fashion in Indonesia by integrating psychological factors (hedonic motivation and positive emotions), economic factors (cashback), and cognitive–perceptual factors (online shopping attitude and perceived trust). Using Structural Equation Modeling (SEM) with AMOS, data were collected from 145 respondents. The constructs examined include Hedonic Motivation, Online Shopping Attitude, Online Impulse Buying, Cashback, Positive Emotions, and Perceived Trust. The results indicate that hedonic motivation significantly influences online shopping attitude (β = 0.642; p = 0.009), whereas online shopping attitude does not significantly influence impulse buying (p = 0.164). Cashback emerges as the strongest predictor of impulse buying (β = 0.777; p = 0.000), indicating that financial incentives operate as a form of controlled extrinsic motivation that directly stimulates spontaneous purchasing behaviour rather than shaping attitudinal evaluations. Positive emotions do not significantly affect online shopping attitude (p = 0.647), but they significantly influence perceived trust (β = 1.423; p = 0.000). Although perceived trust does not exert a significant direct effect on impulse buying, it functions as an indirect mechanism through which positive emotions contribute to impulsive purchasing behaviour, with an indirect effect value of 0.199. Theoretically, this study contributes to the literature by clarifying the distinct roles of intrinsic motivation and controlled extrinsic incentives within the framework of Self-Determination Theory (SDT) in explaining online impulse buying. Practically, the findings highlight the importance of affect-based marketing strategies and cashback programs as effective triggers of impulsive purchasing in modest fashion e-commerce.
The Influence of Work Discipline and Local Culture on Employee Performance Mediated by Organizational Commitment Zulkifli, Zulkifli; Khajar, Ibnu
Jurnal Manajemen Bisnis dan Kewirausahaan Vol. 6 No. 1 (2026): MARCH
Publisher : Universitas Muhammadiyah Malang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22219/jamanika.v6i1.43415

Abstract

This study investigates how work discipline and local culture shape employee performance and whether organizational commitment mediates these relationships in an Indonesian organizational setting. Using a quantitative explanatory design, primary data were collected through a structured five-point Likert questionnaire from all employees of PT Delapan Jaya Propertindo, Palu City, Central Sulawesi (n=25) and analyzed using regression-based path analysis in SPSS, with mediation tested via the Sobel method. The model examines work discipline (X1), local culture (X2), organizational commitment/work commitment (Z), and employee performance (Y), operationalized through indicators of rule compliance, punctuality, and task responsibility (discipline); internalization of Kaili cultural values (local culture); affective and normative attachment (commitment); and quality, timeliness, and responsibility in work outcomes (performance). Instrument diagnostics supported analysis adequacy (all item r-counts > r-table=0.396; Cronbach’s alpha=0.776–0.815), while classical assumptions were met (Kolmogorov–Smirnov Sig.=0.200; VIF=1.41–1.61; Glejser Sig.=0.487–0.614). Hypothesis tests show that work discipline positively predicts employee performance (t=3.912; p=0.001), local culture positively predicts organizational commitment (t=4.235; p<0.001), and organizational commitment positively predicts employee performance (t=4.756; p<0.001). Mediation analysis confirms significant indirect effects through organizational commitment for both work discipline (Sobel z=2.97; p=0.003) and local culture (Sobel z=3.45; p=0.001), indicating partial mediation. Theoretically, the findings extend behavioural-control and socio-cultural perspectives by demonstrating that cultural values strengthen performance primarily by fostering commitment, while discipline influences performance both directly and via commitment. Practically, managers should combine consistent disciplinary systems with culturally grounded practices to build commitment and sustain performance. Overall, the study highlights organizational commitment as a pivotal mechanism linking formal rules and local values to employee performance in localized Indonesian workplaces.
Job Characteristics on Employee Performance: Well-Being as Mediation and Inclusive Leadership as Moderation Astuti, Rini Juni; Albany, Bielsa Toyra
Jurnal Manajemen Bisnis dan Kewirausahaan Vol. 6 No. 1 (2026): MARCH
Publisher : Universitas Muhammadiyah Malang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22219/jamanika.v6i1.43459

Abstract

This study examines the effect of job characteristics on employee performance, with well-being as a mediating mechanism and inclusive leadership as a moderating condition. A quantitative survey was conducted among employees of an oil and gas company in West Java, Indonesia, involving 133 respondents (n = 133). Data were analyzed using Partial Least Squares–Structural Equation Modeling (PLS-SEM). The study assessed job characteristics (autonomy, task variety, task significance, task identity, feedback), well-being (physical, psychological, social relationships, environment), inclusive leadership (openness, availability, accessibility), and employee performance (job knowledge, judgment, quality of outputs, innovation, teamwork, leadership, goal setting). The findings reveal that job characteristics positively and significantly predict employee performance (β = 0.452; t = 5.247; p = 0.000) and well-being (β = 0.452; t = 6.416; p = 0.000). Well-being also shows a significant positive effect on employee performance (β = 0.367; t = 4.595; p = 0.017). Mediation analysis confirms that well-being significantly mediates the relationship between job characteristics and employee performance (t = 4.219; p = 0.001), indicating that meaningful, autonomous, and feedback-rich jobs enhance performance partly by improving employees’ well-being. Moderation testing further demonstrates that inclusive leadership strengthens the job characteristics–performance relationship (t = 2.209; p = 0.027), suggesting that leaders who are open, accessible, and supportive amplify the performance gains from well-designed jobs. The structural model shows strong explanatory power for employee performance (R² = 0.749) and moderate explanatory power for well-being (R² = 0.326). Theoretically, this study contributes by integrating a psychological pathway (well-being) and a boundary condition (inclusive leadership) into the job design–performance linkage. Practically, the results highlight the importance of optimizing job design, investing in workplace well-being initiatives, and developing inclusive leadership behaviors to sustain higher performance in complex task environments. Overall, the study underscores that aligning job characteristics with employee well-being and inclusive leadership is pivotal for improving employee performance.

Page 17 of 17 | Total Record : 169

 13   14   15   16   17 

Filter by Year

2021 2026


Reset
Filter By Issues
All Issue Vol. 6 No. 1 (2026): MARCH Vol. 4 No. 01 (2024): MARCH Vol. 4 No. 4 (2024): DECEMBER Vol. 4 No. 3 (2024): SEPTEMBER Vol. 4 No. 2 (2024): JUNE Vol. 3 No. 03 (2023): SEPTEMBER Vol. 3 No. 02 (2023): JUNE Vol. 3 No. 01 (2023): MARCH Vol. 3 No. 4 (2023): DECEMBER Vol. 2 No. 04 (2022): DECEMBER Vol. 2 No. 03 (2022): SEPTEMBER Vol. 2 No. 02 (2022): JUNE Vol. 2 No. 01 (2022): MARCH Vol. 1 No. 04 (2021): DECEMBER Vol. 1 No. 03 (2021): SEPTEMBER Vol. 1 No. 02 (2021): JUNE Vol. 1 No. 01 (2021): MARCH More Issue