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Maneggio
Published by PT Anagata Sembagi Education
ISSN : -     EISSN : 30327652     DOI : https://doi.org/10.62872/2j94fd85
Core Subject : Science,
Decision Sciences, Operations Research & Management
The journal publishes original articles on current issues and trends occurring internationally in financial management, marketing management, human-resource management, behavior organizational, good governance, strategic management, business ethics, entrepreneurship, management accounting, manajemen produksi
Arjuna Subject : Bisnis, Menejemen, dan Akutansi (semua kategori) - Bisnis dan Menejemen Intetrnasional
Articles 188 Documents
 15   16   17   18   19 
The Influence of Transformational Leadership on Employee Performance Through Job Satisfaction as an Intervening Variable at the Environmental Office of Sorong Regency, Southwest Papua Province Roberthair Suripatty; Naomi Ormak; Jullie J. Sondakh; Hendra N. Tawas; Agus Supandi Soegoto; Hizkia Hendrik David Tasik
Maneggio Vol. 2 No. 6 (2025): DECEMBER-MJ
Publisher : PT. Anagata Sembagi Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62872/jc7a3p43

Abstract

This study aims to analyze the influence of transformational leadership on employee performance with job satisfaction as an intervening variable at the Environmental Agency of Sorong Regency, Southwest Papua. A quantitative approach was used with a census technique involving 47 employees, and the data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) through SmartPLS. The results of the study indicate that transformational leadership has a positive and significant effect on job satisfaction (β = 0.612; p < 0.001) and employee performance (β = 0.397; p < 0.001). Job satisfaction also has a significant effect on employee performance (β = 0.458; p < 0.001) and partially mediates the relationship between transformational leadership and employee performance (β = 0.281; p = 0.002). The coefficient of determination shows that 67.4% of the variation in employee performance can be explained by transformational leadership and job satisfaction (R² = 0.674). These findings confirm the importance of transformational leadership practices that can enhance job satisfaction as a psychological mechanism in driving the performance of public sector personnel, particularly in the field of environmental management.  
The Influence of Employer Branding on the Interest of Millennial and Gen Z Job Seekers Yeheskial Nggandung
Maneggio Vol. 2 No. 6 (2025): DECEMBER-MJ
Publisher : PT. Anagata Sembagi Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62872/vbzqxc40

Abstract

Employer branding has increasingly become a strategic pillar for attracting Millennial and Generation Z job seekers in the digital recruitment era. This study analyzes the effect of employer branding on job application intention among Millennial and Gen Z candidates using a quantitative PLS-SEM approach with 100 respondents. The results indicate that employer branding has a positive and significant effect on job application intention, with a path coefficient of 0.691 and a p-value of 0.000. Beyond creating organizational attractiveness, employer branding fosters organizational trust by reducing uncertainty in career decision-making, enabling candidates to feel secure about joining the company. Positive perceptions of workplace culture, organizational values, and career development opportunities encourage Millennials and Gen Z to apply for jobs. This study highlights employer branding not only as a communication strategy but also as a psychological mechanism to secure high-quality talent in competitive labor markets.                
The Effect of Organizational Culture on Employee Retention Through Affective Commitment as an Intervening Variable in The Cooperative, Small and Medium Enterprises, Industry, and Trade Office of Southwest Papua Province Darmawaty Syam; Winarsih Winarsih; Jullie J. Sondakh; Hendra N. Tawas; Agus Supandi Soegoto; Hizkia Hendrik David Tasik
Maneggio Vol. 2 No. 6 (2025): DECEMBER-MJ
Publisher : PT. Anagata Sembagi Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62872/b45b5k80

Abstract

This study aims to examine the effect of organizational culture on employee retention with affective commitment as an intervening variable at the Office of Cooperatives, Small and Medium Enterprises, Industry, and Trade of Southwest Papua Province. A quantitative approach was employed using a census method involving 87 employees, and the data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) through SmartPLS software. The results indicate that organizational culture has a positive and significant effect on affective commitment and employee retention. Furthermore, affective commitment is proven to partially mediate the relationship between organizational culture and employee retention. These findings suggest that employees’ emotional attachment serves as a key psychological mechanism linking the internalization of organizational cultural values to retention decisions. From a theoretical perspective, this study contributes to public human resource management literature by empirically validating the mediating role of affective commitment within newly established autonomous regional governments. Practically, the findings offer policy-relevant insights for local governments by demonstrating that strengthening organizational culture and emotional attachment can function as effective non-financial human resource management strategies to enhance employee retention and workforce stability in transitional public sector institutions.
Strategies for Implementing HR Predictive Analytics to Reduce Voluntary Turnover in Technology-Based Companies Sucma Berlian; Sri Hartono
Maneggio Vol. 2 No. 6 (2025): DECEMBER-MJ
Publisher : PT. Anagata Sembagi Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62872/zj5w6744

Abstract

Voluntary turnover in technology-based organizations has continued to escalate, resulting in operational disruption and significant loss of digital talent. This study aims to explore the role of HR Predictive Analytics in developing retention strategies to reduce voluntary turnover. A qualitative descriptive–exploratory approach was applied using thematic analysis of academic literature and organizational practices related to data-driven human resource management. The findings reveal that the primary drivers of turnover include burnout, career stagnation, low employee engagement, and weak leadership interaction. HR Predictive Analytics serves as a reflective mechanism to identify patterns in employee work experiences that contribute to dissatisfaction and increased resignation risk, enabling organizations to formulate precision-based retention interventions. Recommended analytics-driven retention strategies emphasize workload regulation, structured career development, meaningful job design, and leadership capability enhancement. This study concludes that HR Predictive Analytics supports preventive and sustainable talent stability strategies within the technology industry by aligning predictive insights with targeted retention initiatives.
The Role of HRM in Developing Technology-Based Competencies Indarta Priyana; Ifa Khoiria Ningrum; Ahmad Rizani
Maneggio Vol. 2 No. 6 (2025): DECEMBER-MJ
Publisher : PT. Anagata Sembagi Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62872/40697450

Abstract

Digital transformation requires employees to possess technology-based competencies as a core capability to maintain organizational competitiveness. This study examines the influence of technology-based training and organizational support on employees’ technology-based competence. A quantitative method was employed using Structural Equation Modeling based on Partial Least Square (SEM–PLS) with 150 employees as respondents. The results reveal that technology-based training has a positive and significant effect on technology-based competence, meaning that greater exposure to digital training leads to higher mastery of workplace technology. Furthermore, organizational support also has a positive and significant effect on technology-based competence, demonstrating that policies, facilities, innovative work culture, and leadership support accelerate the internalization of digital skills in the workplace. Collectively, both independent variables explain 68.4% of the variance in technology-based competence. This study highlights the importance of integrating digital training and organizational support within HRM strategies to build adaptive, innovative, and technology-competent human resources in the era of digital transformation.
The Influence of Toxic Workplace Environment and Workload on Turnover Intention Through Work Stress at PT. MWB Desak Komang Febrianita; Yeyen Komalasari; Budi Santoso; Gillbert Nainggolan
Maneggio Vol. 2 No. 6 (2025): DECEMBER-MJ
Publisher : PT. Anagata Sembagi Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62872/195tcf41

Abstract

This study examines the influence of toxic workplace environment and workload on turnover intention, with job stress acting as the mediating variable. The findings reveal that both toxic workplace environment and workload significantly increase employees’ job stress, which in turn contributes to higher turnover intention. The results also indicate that job stress significantly mediates the relationship between toxic workplace environment and turnover intention, as well as the relationship between workload and turnover intention. The indirect effects through job stress were found to be stronger than the direct effects. Overall, this research highlights the critical role of psychological stress in linking negative workplace conditions and job demands to employees’ intention to leave the organization. The study suggests that organizations should improve workplace culture and manage workload distribution to reduce job stress and turnover intention.
Translating AKHLAK Values into AI-Driven Innovation: Role of Cultural Agents in TelkomGroup's Digital Transformation Sosidah Sosidah; Abdul Rohman; Andreas Cahya U.R.P. Saragih; Selamet Riyadi
Maneggio Vol. 2 No. 6 (2025): DECEMBER-MJ
Publisher : PT. Anagata Sembagi Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62872/rp3qwp27

Abstract

This study explores how AKHLAK values-grounded cultural mechanisms at TelkomGroup transform AI adoption from passive compliance into committed, sustainable innovation. Employing an embedded single case study design with maximum variation sampling, this research engaged 15 informants selected via maximum variation sampling to ensure representation across business units (with varying adoption levels), generations, and organizational roles. In-depth interviews, non-participant observation, and document .cultural agents (Kipas Budaya) bridge socio-technical gaps findings: First, the configuration of Adaptive, Collaborative, and Competent values functions as a critical driver for AI assimilation, despite generational differences in how Gen Z/Y and Gen X/Baby Boomers perceive technological risks and opportunities  Second, cultural agents (Kipas Budaya) bridge socio-technical gaps through three operational mechanisms: value-based narrative framing, credible peer modeling, and feedback mediation. Third, cross-unit analysis reveals that business units integrating AI infrastructure with robust cultural mechanisms demonstrate significantly higher Perceived Digitalization Impact (PDI) than those relying solely on technical readiness. Thus, successful digital innovation in State-Owned Enterprises requires activating core values as 'cultural infrastructure'---the critical mediator between structural factors and digitalization outcomes.
The Impact of Fed Interest Rate Fluctuations on Capital Outflows and the Stability of Indonesia's Capital Market Retnoning Ambarwati; Nandu Saprudin
Maneggio Vol. 2 No. 6 (2025): DECEMBER-MJ
Publisher : PT. Anagata Sembagi Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62872/wc5rq141

Abstract

This study examines the impact of Federal Reserve (The Fed) interest rate fluctuations on capital outflow and the stability of the Indonesian capital market using a quantitative approach with Structural Equation Modeling–Partial Least Squares (SEM–PLS). Monthly data from 2014 to 2024 were analyzed to test causal relationships among the constructs. The results indicate that The Fed’s interest rate fluctuations have a significant positive effect on capital outflow and a significant negative effect on capital market stability. Capital outflow also shows a significant negative effect on market stability. The model reveals that The Fed rate fluctuations explain 46.2 percent of the variance in capital outflow and, together with capital outflow, explain 51.8 percent of the variance in market stability. These findings confirm that global monetary dynamics exert a substantial influence on Indonesia’s capital market. This study provides important implications for regulators and market participants in designing risk mitigation strategies against external shocks.
The Role of Corporate Governance in Moderating the Relationship Between Earnings Management and Financial Performance of Public Companies Nurfitriani Nurfitriani; Ima Amaliah; Nunung Nurhayati
Maneggio Vol. 2 No. 6 (2025): DECEMBER-MJ
Publisher : PT. Anagata Sembagi Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62872/8wjsvn20

Abstract

This study aims to investigate the role of corporate governance in moderating the relationship between earnings management and the financial performance of public companies. Employing a quantitative approach with a longitudinal panel data design, the research analyzed a sample of non-financial companies listed on the Indonesia Stock Exchange (IDX) from 2019 to 2023. Financial performance was measured by Return on Assets (ROA), earnings management was proxied by discretionary accruals calculated from the Modified Jones Model, and corporate governance was constructed as a composite index from board independence and audit committee characteristics. The data was analyzed using Moderated Regression Analysis (MRA) with panel data. The results indicate that earnings management has a direct negative effect on company performance. Furthermore, the study's core finding confirms that corporate governance significantly moderates this relationship. The positive and significant interaction term demonstrates that strong corporate governance mechanisms effectively weaken the negative impact of earnings management on financial performance. These findings underscore the critical importance of robust corporate governance as a monitoring tool. They provide empirical evidence that effective oversight can mitigate the adverse consequences of earnings management, thereby promoting more transparent financial reporting and contributing to sustainable corporate value.  
Human-Tech Symbiosis: Collaboration between Managers and AI Systems in Strategic Decision Making Eliagus Telaumbanua; Sauca Ananda Pranidana; Rustiyana Rustiyana
Maneggio Vol. 2 No. 6 (2025): DECEMBER-MJ
Publisher : PT. Anagata Sembagi Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62872/sw62xg16

Abstract

Digital transformation has shifted the paradigm of strategic decision-making from intuition-based judgment toward a collaborative model that integrates human intelligence with artificial intelligence (AI). AI serves as an analytical engine that processes large-scale data and generates predictive recommendations, while managers retain interpretive authority regarding organizational context, strategic intent, and ethical implications. This study aims to explore how collaboration between managers and AI systems forms human–tech symbiosis in strategic decision-making. A qualitative method with thematic literature analysis was applied following the interpretive framework of Creswell and Poth (2018). Findings reveal that AI enhances decision effectiveness by improving analytical accuracy, speeding information processing, and reducing cognitive bias; however, these benefits become optimal only when accompanied by managerial trust, algorithmic transparency, and human control over final decision outcomes. The study confirms that the most effective strategic decisions emerge not from the dominance of either AI or human intuition but from the symbiotic combination of computational reasoning and human strategic reflection. It concludes that organizations must develop human–AI capability simultaneously, rather than merely adopting AI systems, to achieve more adaptive, accurate, and sustainable strategic decision-making.

Page 18 of 19 | Total Record : 188

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