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DEDDY IBRAHIM RAUF
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INDONESIA
(JUMPER)
Published by PT. Maju Malaqbi Makkarana
ISSN : -     EISSN : 29883784     DOI : 10.59971/jumper
Core Subject : Economy, Humanities, Social,
Humanities Economics, Econometrics & Finance Social Sciences
Journal Management & Economics Review : JUMPER is a journal for publishing research results on business decisions, processes and activities in actual business settings. Theoretical and empirical advances in buyer behavior, finance, organizational theory and behavior, marketing, risk and insurance and international business are regularly evaluated. Published for executives, researchers and scholars, the Journal helps apply empirical research to practical situations and theoretical findings to the realities of the business world.
Arjuna Subject : Bisnis, Menejemen, dan Akutansi (semua kategori) - Bisnis, Menejemen, dan Akutansi (Lain-Lain)
Articles 197 Documents
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The Influence of Social Media Marketing, Brand Awareness, and Customer Trust on Buying Decisions Gatot Wijayanto; Feby Evelyna; Umi Fadilah Fatoni; Wawan Nurdiansyah
Journal Management & Economics Review (JUMPER) Vol. 3 No. 10. 1 (2026): Special Issue: Call For Paper JUMPER
Publisher : Malaqbi Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59971/jumper.v3i10. 1.776

Abstract

This study aims to examine the influence of Social Media Marketing, Brand Awareness, and Customer Trust on Buying Decision. The study employed a quantitative approach using a survey method involving 250 respondents who had experience interacting with brands through social media and had made or considered making a purchase. Data were collected using a structured questionnaire with a five-point Likert scale and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The measurement model demonstrated satisfactory reliability and validity, while the structural model showed that the three independent variables collectively explained 68.7% of the variance in Buying Decision. The hypothesis testing results revealed that Social Media Marketing had a positive and significant influence on Buying Decision (β = 0.286; t = 4.521; p < 0.001). Brand Awareness also had a positive and significant influence on Buying Decision (β = 0.241; t = 3.876; p < 0.001). Furthermore, Customer Trust demonstrated the strongest positive and significant influence on Buying Decision (β = 0.418; t = 6.742; p < 0.001). These findings indicate that effective digital marketing activities, strong brand recognition, and consumer confidence are important factors in shaping purchasing decisions. The study suggests that businesses should integrate engaging social media marketing with consistent brand-building and trust-building strategies to strengthen consumer confidence and increase purchasing decisions.
The Influence of Influencer Credibility, Fear of Missing Out (FOMO), and Electronic Word-of-Mouth (e-WOM) on Purchase Intention among Generation Z Consumers Siti Mardiana; Riani Prihatini Ishak; Sunarni; Seno Lamsir
Journal Management & Economics Review (JUMPER) Vol. 3 No. 10. 1 (2026): Special Issue: Call For Paper JUMPER
Publisher : Malaqbi Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59971/jumper.v3i10. 1.785

Abstract

This study examines the influence of influencer credibility, Fear of Missing Out (FOMO), and electronic word-of-mouth (e-WOM) on purchase intention among Generation Z consumers. In the rapidly evolving digital landscape, social media platforms have become central to shaping consumer attitudes and behaviors, particularly for younger generations. This research adopts a quantitative approach using a structured questionnaire distributed to Generation Z respondents, with data analyzed through descriptive statistics, reliability and validity testing, correlation analysis, and multiple regression analysis. The findings reveal that all three factors significantly and positively influence purchase intention. Among them, e-WOM emerges as the most influential predictor, indicating that peer-generated content and online reviews play a crucial role in consumer decision-making. Influencer credibility also significantly impacts purchase intention, highlighting the importance of trustworthiness and authenticity in influencer marketing. Additionally, FOMO contributes as a psychological driver that encourages consumers to engage in purchasing behavior to avoid missing out on trends and experiences. The study explains a substantial proportion of variance in purchase intention, emphasizing the combined importance of informational and emotional factors. These findings provide valuable theoretical contributions by integrating social influence and psychological constructs, while also offering practical implications for marketers aiming to effectively target Generation Z. Businesses are encouraged to leverage credible influencers, foster positive e-WOM, and design campaigns that create urgency and social engagement. Overall, this study enhances understanding of digital consumer behavior nd offers strategic insights for marketing in the social media era.
The Impact of Training, Work Environment, and Job Satisfaction on Employee Productivity Mislan Sihite; Ardhining Westri H
Journal Management & Economics Review (JUMPER) Vol. 3 No. 10. 1 (2026): Special Issue: Call For Paper JUMPER
Publisher : Malaqbi Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59971/jumper.v3i10. 1.787

Abstract

Employee productivity is an important determinant of organizational performance and effectiveness. This study aims to examine the impact of training, work environment, and job satisfaction on employee productivity. A quantitative research approach was employed using a survey method involving 150 employees as respondents. Data were collected through a structured questionnaire using a five-point Likert scale and analyzed using multiple linear regression. The results indicate that training has a positive and significant effect on employee productivity (β = 0.276; t = 3.512; p = 0.001). Work environment also has a positive and significant effect on employee productivity (β = 0.318; t = 4.126; p < 0.001). Furthermore, job satisfaction demonstrates a positive and significant effect on employee productivity (β = 0.354; t = 4.587; p < 0.001), making it the strongest predictor among the three independent variables. The simultaneous test confirms that training, work environment, and job satisfaction significantly influence employee productivity, with an R² value of 0.501. This indicates that the three variables collectively explain 50.1% of the variance in employee productivity. The study highlights the importance of integrating employee development, conducive working conditions, and job satisfaction strategies to enhance productivity and support organizational performance.
The Influence of Overconfidence Bias, Loss Aversion, and Herding Behavior on Stock Investment Decisions among Retail Investors Liestyowati; Rahma Nurzianti; Ponjaya Tri Handayani; Seno Lamsir
Journal Management & Economics Review (JUMPER) Vol. 3 No. 10. 1 (2026): Special Issue: Call For Paper JUMPER
Publisher : Malaqbi Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59971/jumper.v3i10. 1.793

Abstract

This study investigates the influence of behavioral biases, specifically overconfidence bias, loss aversion, and herding behavior on stock investment decisions among retail investors. Grounded in the principles of Behavioral Finance, the research challenges the assumption of investor rationality by examining how psychological factors shape financial decision-making. A quantitative research approach was employed, using structured questionnaires to collect data from 250 retail investors. The data were analyzed using descriptive statistics, reliability analysis, correlation, and multiple regression techniques. The findings reveal that all three behavioral biases have a significant positive impact on investment decisions. Among them, overconfidence bias emerged as the most influential factor, indicating that investors who overestimate their knowledge and abilities are more likely to make assertive and frequent investment decisions. Herding behavior was also found to significantly affect decisions, suggesting that investors tend to follow the actions of others, especially in uncertain market conditions. Additionally, loss aversion plays a critical role, as investors exhibit a strong preference to avoid losses, consistent with Prospect Theory. The model explains a substantial proportion of variance in investment decisions, highlighting the importance of psychological factors in financial behavior. The study contributes to the growing literature on behavioral finance by providing empirical evidence on the role of cognitive biases in retail investment decisions. It also offers practical implications for investors, financial advisors, and policymakers by emphasizing the need for increased awareness, financial education, and strategies to mitigate the adverse effects of behavioral biases. Overall, the findings underscore the importance of integrating behavioral insights into investment decision-making frameworks to better understand and improve investor outcomes in modern financial markets.
The Effect of Workload, Emotional Intelligence, and Work-Life Balance on Employee Well-Being Mohammad Fajar Nurwildani; Sederhana Zai; Muchdir Ahmad Ronoatmojo; Seno Lamsir
Journal Management & Economics Review (JUMPER) Vol. 3 No. 10. 1 (2026): Special Issue: Call For Paper JUMPER
Publisher : Malaqbi Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59971/jumper.v3i10. 1.804

Abstract

Employee well-being has become a critical concern for organizations aiming to sustain productivity, reduce turnover, and enhance overall performance in increasingly demanding work environments. This study examines the effect of workload, emotional intelligence, and work–life balance on employee well-being, integrating both organizational and individual perspectives. Drawing on contemporary theoretical frameworks such as the Job Demands–Resources (JD-R) model and emotional intelligence theory, the research investigates how job demands (workload) and personal and contextual resources (emotional intelligence and work–life balance) interact to influence employees’ psychological and emotional states. A quantitative research design was employed, utilizing survey data collected from employees across various sectors. Statistical analyses, including multiple regression, were conducted to assess the relationships among variables. The results reveal that workload has a significant negative effect on employee well-being, indicating that excessive job demands can lead to stress, fatigue, and reduced life satisfaction. In contrast, emotional intelligence shows a positive and significant influence, suggesting that individuals with higher emotional awareness and regulation skills are better equipped to cope with workplace pressures and maintain well-being. Similarly, work–life balance demonstrates a strong positive relationship with employee well-being, emphasizing the importance of maintaining equilibrium between professional responsibilities and personal life. Among the predictors, work–life balance emerges as the most influential factor, followed by emotional intelligence, while workload remains a critical risk factor. These findings contribute to the existing literature by highlighting the combined impact of job demands and personal resources on well-being in a modern organizational context. Practically, the study suggests that organizations should implement strategies to manage workload, foster emotional intelligence through training and development programs, and promote policies that support work–life balance. Such integrated efforts can enhance employee well-being, leading to improved organizational outcomes. Future research is recommended to explore longitudinal effects and potential mediating or moderating variables to deepen understanding of these relationships.
The Effect of Service Quality, Digital Governance Implementation, Employee Professionalism, and Public Participation on Citizen Satisfaction in Local Government Services Fitri Melawati; Kartini Maharani Abdul; Sandy Kurniawan; Seno Lamsir
Journal Management & Economics Review (JUMPER) Vol. 3 No. 10. 1 (2026): Special Issue: Call For Paper JUMPER
Publisher : Malaqbi Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59971/jumper.v3i10. 1.952

Abstract

This study examines the influence of service quality, digital governance implementation, employee professionalism, and public participation on citizen satisfaction in local government services. In the context of increasing demands for efficient, transparent, and citizen-centered public administration, understanding the determinants of satisfaction has become essential for improving governance outcomes. This research adopts a quantitative approach using a survey method, collecting data from citizens who have accessed local government services. A structured questionnaire was employed to measure perceptions across the four independent variables and their impact on citizen satisfaction as the dependent variable. The data were analyzed using multiple regression analysis to determine both the individual and simultaneous effects of the variables. The findings reveal that service quality has the strongest and most significant effect on citizen satisfaction, emphasizing the importance of reliability, responsiveness, assurance, empathy, and tangible aspects of service delivery. Employee professionalism also demonstrates a significant positive influence, indicating that competence, ethical behavior, and accountability of public officials are critical in shaping positive citizen experiences. Furthermore, digital governance implementation contributes positively to citizen satisfaction by improving accessibility, efficiency, and transparency of services, although its impact is somewhat less dominant compared to human-centered factors. Public participation is also found to have a significant effect, highlighting the importance of involving citizens in decision-making processes and service evaluation to enhance trust and satisfaction. Simultaneously, all four variables significantly influence citizen satisfaction, suggesting that an integrated governance approach is necessary. The study concludes that local governments should not rely solely on technological advancements but must also strengthen human resource capacity and foster inclusive participation mechanisms. These findings provide practical implications for policymakers to design more responsive, transparent, and citizen-oriented public services, ultimately contributing to improved governance performance and public trust.
The Effect of Compensation, Career Development, and Employee Engagement on Turnover Intention Rovanita Rama; Wenny Yuniaris; Reny Melyana Rukminto
Journal Management & Economics Review (JUMPER) Vol. 3 No. 10. 1 (2026): Special Issue: Call For Paper JUMPER
Publisher : Malaqbi Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59971/jumper.v3i10. 1.1008

Abstract

Employee turnover intention is an important challenge for organizations because high turnover can disrupt operational continuity, increase recruitment and training costs, and reduce organizational performance. This study aims to examine the effect of compensation, career development, and employee engagement on turnover intention. A quantitative research approach was employed using a survey of 250 employees selected through purposive sampling. Data were collected using a structured questionnaire measured on a five-point Likert scale and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results show that compensation has a negative and significant effect on turnover intention (β = -0.231, t = 3.684, p < 0.001). Career development also has a negative and significant effect on turnover intention (β = -0.287, t = 4.527, p < 0.001). Furthermore, employee engagement has a negative and significant effect on turnover intention (β = -0.391, t = 6.214, p < 0.001), representing the strongest predictor in the model. The model explains 61.8% of the variance in turnover intention (R² = 0.618). These findings suggest that organizations can reduce employees’ intentions to leave by implementing fair and competitive compensation systems, providing meaningful career development opportunities, and strengthening employee engagement. The study contributes to human resource management literature by demonstrating the complementary role of economic rewards, career opportunities, and psychological attachment in managing employee turnover intention.

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