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Muhammad Yusuf
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INDONESIA
Journal of Management
Published by Yayasan Pendidikan Belajar Berdikari
ISSN : -     EISSN : 30263239     DOI : -
Core Subject : Economy,
Economics, Econometrics & Finance
Journal of Management (JOM) is committed to publishing scholarly empirical and theoretical research articles, that have a high impact on the management field as a whole. The Journal published by Yayasan Pendidikan Belajar Berdikari. The journal encourages new ideas or new perspectives on existing research. The journal covers such areas as: business strategy and policy, organizational behavior, human resource management, leadership, organizational theory, and Entrepreneurship
Arjuna Subject : Bisnis, Menejemen, dan Akutansi (semua kategori) - Bisnis, Menejemen, dan Akutansi (Lain-Lain)
Articles 22 Documents
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Search results for , issue "Vol. 4 No. 1 (2025): January - June" : 22 Documents clear
The Relationship Between Transformational Leadership and Work Motivation to Organizational Commitment (Survey on the Bank Tabungan Negara) Sagita Natalia, Putri; Wahyudin Suwandi, Yudi
Journal of Management Vol. 4 No. 1 (2025): January - June
Publisher : Yayasan Pendidikan Belajar Berdikari

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Abstract

This study aims to investigate the influence of transformational leadership and work motivation on organizational commitment at the Bank Tabungan Negara. Employee performance that is not optimal due to suboptimal organizational commitment which is influenced by suboptimal transformational leadership is not yet effective and work motivation is not optimal. The data collection of this study used a survey by distributing questionnaires to 172 respondents of Bank Tabungan Negara employees, The results of the study descriptively show that the condition of transformational leadership on the criteria is quite good to very good, work motivation on the criteria is quite good to good, organizational commitment on the criteria is quite good to very good and employee performance on the criteria is quite good to very good. The results of the research by verifying show that transformational leadership and work motivation have a positive and significant influence partially and simultaneously on organizational commitmen
The Influence of Leadership and Motivation on Employee Performance of Document Control Division PT Mcdermott Indonesia Batam Ibrahim, Ola; Nasruji
Journal of Management Vol. 4 No. 1 (2025): January - June
Publisher : Yayasan Pendidikan Belajar Berdikari

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Abstract

This study aims to analyze the effect of leadership and motivation on employee performance, with organizational culture as an intervening variable. This study was conducted on employees of the document control division at PT McDermott Indonesia Batam. The research method used is quantitative with multiple regression approach to test the relationship between variables. The results showed that leadership has a significant influence on employee performance with a significance value of 0.040 (<0.05). In contrast, motivation has no significant effect on employee performance with a significance value of 0.694 (> 0.05). Organizational culture is proven to have a significant influence on employee performance with a significance value of 0.004 (<0.05). The R Square test shows that leadership, motivation, and organizational culture together explain 41.5% of the variation in employee performance, while 58.5% is influenced by other factors outside of this research model. These findings indicate that effective leadership and strong organizational culture play an important role in improving employee performance. Therefore, companies need to strengthen leadership and build a positive organizational culture to create a productive and highly competitive work environment.
The Influence of Organizational Culture on Employee Satisfaction and Loyalty at PT. Sarana Naju Lestari Banggai Mandang, Novaria; Arfan Syahputra, Muh; Milang, Alwiyah; Layoo, Nurhidayah
Journal of Management Vol. 4 No. 1 (2025): January - June
Publisher : Yayasan Pendidikan Belajar Berdikari

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Abstract

This study aims to analyze the influence of organizational culture, work motivation, and job satisfaction on employee loyalty in an organization. The results showed that organizational culture has a positive and significant influence on job satisfaction (O = 0.200; T-Statistics = 1.377; P-Value = 0.004) and employee loyalty (O = 0.351; T-Statistics = 3.141; P-Value = 0.002). In addition, work motivation is also proven to have a positive and significant effect on job satisfaction (O = 0.754; T-Statistics = 5.218; P-Value = 0.000) and employee loyalty (O = 0.355; T-Statistics = 2.682; P-Value = 0.008). Job satisfaction has a positive influence on employee loyalty (O = 0.284; T-Statistics = 3.675; P-Value = 0.000). However, job satisfaction does not significantly moderate the relationship of work motivation to employee loyalty (O = -0.084; T-Statistics = 0.778; P-Value = 0.437) nor the relationship of organizational culture to employee loyalty (O = 0.147; T-Statistics = 1.337; P-Value = 0.182).These findings provide important managerial implications for organizations in increasing employee satisfaction and loyalty through strengthening organizational culture and strategies to increase work motivation. Thus, companies can increase employee engagement and retention in the long run.
Evaluation of Green Performance Appraisal Implementation on Innovation and Energy Efficiency at PT Integra Solusi Utama Huraerah, Alkadry; Rahma Yusuf, Qamaria; Andilonge, Marwin; Gifari Sono, Moh
Journal of Management Vol. 4 No. 1 (2025): January - June
Publisher : Yayasan Pendidikan Belajar Berdikari

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Abstract

This study aims to analyze the effect of Innovation, GPA Implementation, and Managerial Support on Energy Efficiency in an organization. This study uses a quantitative approach with multiple linear regression methods. Data was obtained through a survey involving respondents from various industrial sectors. Statistical tests used include R Square, F test (ANOVA), and t test to test the relationship between independent and dependent variables. The results show that the regression model used is significant (p = 0.000), with an R Square value of 53.6%, which means that the variables Innovation, GPA Implementation, and Managerial Support can explain 53.6% of the variation in Energy Efficiency. The t-test showed that only GPA Implementation had a significant effect on Energy Efficiency (p = 0.025), while the Managerial Support and Innovation variables showed no significant effect. This finding confirms that GPA Implementation is the main contributing factor in improving Energy Efficiency, so organizations need to focus more on effective GPA implementation strategies. This research also suggests that further studies consider other factors that can influence energy efficiency, such as sustainability policies and energy-saving technologies.
Digital Transformation in Green HRM: Implementation of HR Analytics to Improve HR Sustainability in Manufacturing Companies in Bandung City Ali, Nuraeni; Wahyuni Milang, Sri; Fajarwaty A. Sagaf, Fatma; Ladjin, Nurjanna
Journal of Management Vol. 4 No. 1 (2025): January - June
Publisher : Yayasan Pendidikan Belajar Berdikari

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Abstract

This study aims to analyze the influence of Green Human Resource Management (Green HRM) and Implementation of HR Analytics on Employee Green Behavior and its implications for Sustainable Human Resource Management (Sustainable HRM). Using quantitative methods with multiple linear regression analysis, this study involved 98 respondents from companies in the green industry sector. The results showed that Green HRM and Implementation of HR Analytics simultaneously and partially had a significant effect on Employee Green Behavior with an F value of 1707.554 and R² of 97.3%. However, when the three variables (Green HRM, Implementation of HR Analytics, and Employee Green Behavior) were tested against Sustainable HRM, the results showed a significant effect simultaneously, but not partially significant, with an F value of 35.559 and R² of 53.2%. The conclusion of this study indicates that although green HR policies and the use of HR analytics are effective in encouraging employee green behavior, sustainable HRM requires the support of other factors beyond the model studied. Therefore, this study recommends further exploration of external factors and strategic policies that can support the implementation of Sustainable HRM as a whole.
Micro, Small and Medium Enterprises (MSMEs) Empowerment Strategy in Pondokbungur Village, Purwakarta Apriani, Farida; Rhiswandi, Rhandi; Apriliani, Rieva; Destiana, Salma
Journal of Management Vol. 4 No. 1 (2025): January - June
Publisher : Yayasan Pendidikan Belajar Berdikari

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Abstract

Micro, Small, and Medium Enterprises (MSMEs) are an important role in driving economic growth. However, in the digital era, MSMEs face the challenge of adapting to ever-evolving technology. The Community Empowerment and Service STIE WIKARA conducted product enrichment and market expansion in Pondokbungur Village, Purwakarta to optimize marketing, sales, and product calculations that are more profitable for MSME entrepreneurs. The results of this KPPM activity provide knowledge for MSME entrepreneurs to manage more attractive packaging, calculate production costs to obtain maximum profit, expand sales networks to seminars for MSME entrepreneurs to promote their products widely through digital and increase public knowledge about the use of digitalization.
The Influence of Transformational Leadership Style in Improving The Motivation and Performance of Employees of Perumda Pasar Juara Bandung City Ferlino, Ricky; Mulyasana, dedi; Indah, Diani
Journal of Management Vol. 4 No. 1 (2025): January - June
Publisher : Yayasan Pendidikan Belajar Berdikari

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Abstract

Human resources have an important role both in terms of ability and performance in achieving company goals, especially in the Pasar Juara Regional Public Company in Bandung City. In this study, the author uses a quantitative descriptive analysis study method. The quantitative analysis used is a multiple linear statistical model using independent variables and dependent variables. In this study, there are 3 (three) variables used by the author, consisting of 2 (two) independent variables in this case "transformational leadership style" (X1), "motivation" (X2) while the dependent variable is "employee performance" (Y). Regarding the role of transformational leadership style and motivation on employee performance, it is inseparable from the discussion on the influence of independent variables (X1 and X2) on the dependent variable (Y) and the relationship between the three variables, both partially and simultaneously.
Developing an Effective Employee Selection Model to Improve Company Performance at PT. Citra Niaga Abadi Ahyat, Muhamad; Hamdi, Nizar
Journal of Management Vol. 4 No. 1 (2025): January - June
Publisher : Yayasan Pendidikan Belajar Berdikari

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This study aims to develop and analyze an effective employee selection model and its effect on company performance, by considering the role of employee suitability as a moderating variable. This study uses quantitative methods with linear regression techniques to test the relationship between the Employee Selection Model, Employee Suitability, and Company Performance. The results of the analysis show that the Employee Selection Model has a significant effect on Employee Suitability (B = 0.581, t = 10.289, sig. = 0.000) with a coefficient of determination (R² = 0.519). After adding the moderation variable, it was found that the Employee Selection Model and Employee Suitability together have a significant effect on Company Performance (F = 32.548, sig. = 0.000), although the coefficient of determination has decreased (R² = 0.402).The conclusion of this study is that the Employee Selection Model has a major role in improving Company Performance, both directly and with the moderation of Employee Suitability. However, the impact of Employee Suitability on Company Performance is smaller than that of the Employee Selection Model. Therefore, companies need to focus more on developing a competency-based selection system to ensure that recruited employees have the abilities and characteristics that match the needs of the organization.
Transformation of Administrative Management with Artificial Intelligence (AI) Integration in Modern Office Environment through Systematic Journal Review Approach Ngurah Sanjaya, I Gusti; Ketut Lasmini, Ni; Supiatni, Ni Nyoman; Luh Putu Inten Rumini, Ni; Mas Suryaniadi, Sagung
Journal of Management Vol. 4 No. 1 (2025): January - June
Publisher : Yayasan Pendidikan Belajar Berdikari

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Abstract

Administrative management has become more efficient with the integration of artificial intelligence (AI), automating repetitive tasks like data processing and document management. This reduces human workload and error rates. AI also supports decision-making by analyzing large datasets and identifying trends that inform strategic planning. However, challenges such as high investment costs, resistance to change, data privacy concerns, and algorithmic bias must be addressed for successful AI implementation, especially in modern office environments where AI is reshaping human roles. This study, Research on AI in Administrative Management: A Systematic Journal Review, uses a Systematic Journal Review methodology to examine both the benefits and challenges of AI integration in administrative tasks. Data was sourced from credible journals and analyzed using descriptive qualitative approaches and thematic synthesis to identify patterns, trends, and gaps in the literature. In conclusion, AI adoption is transforming office administration by enhancing automation and streamlining processes, resulting in cost savings, improved productivity, and timely document management. However, issues such as overreliance on technology, cyber threats, job displacement, and the erosion of human skills pose concerns. With proper planning and training, organizations can minimize these risks and fully leverage AI’s potential.
The Effect of Workload and Compesation on Employee Performance With Work Stress as an Interving Variable in KSOP Class III Tanjung Wangi, Banyuwangi Regency Ika Setia Ajeng Prabintari
Journal of Management Vol. 4 No. 1 (2025): January - June
Publisher : Yayasan Pendidikan Belajar Berdikari

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Abstract

Performance problems that occurred at KSOP III Tanjung Wangi include the leadership always prioritizing quality work in encouraging their employees, still there are jobs that cannot be completed without improvement, still there are employees that have not completed the work in accordance with the set time, lack of supervision from superiors and still poor relationships between employees. The purpose of this study is to find out and measure the effect of workload and compensation on employee performance with work stress as an intervening variable in KSOP III Tanjung Wangi. The object of the study was all civil servants at KSOP III Tanjung Wangi. The population taken in this study based on the above theory is 93 employees at KSOP III Tanjung Wangi. The author uses a saturated sampling method, so sampling from the total population of 93 people at KSOP III Tanjung Wangi. In this study the data analysis technique used is Partial Least Square (PLS) using the WarpPLS 8.0 application. Partial Least Square to handle many variables of response/bound/dependent variables as well as explanatory variables at once. The results of the test proved that (1) there was a significant effect on Work Stress (Z), (2) there was a significant effect on Compensation (X2) on Work Stress (Z), (3) there was a significant effect on Work Load (X1) on Workforce Performance (Y), (4) there was a significant effect on Workforce Performance (X2), (4) there was a significant effect on Workforce Performance, (5) there is a significant effect that Work Stress (Z) on Employee Performance (Y), (6) Work Stress (Z) may mediate the effect of Workload (X1) on Employee Performance (Y), (7) Work Stress (Z) cannot mediate the effect of Compensation (X2) on Performance.

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