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Contact Name
Aldy Rostyawan
Contact Email
aldyrostyawan@unesa.ac.id
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+6285847560942
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job@unesa.ac.id
Editorial Address
Kampus Universitas Negeri Surabaya 5 Magetan PSDKU Jl. Maospati - Bar. No.358-360, Kleco, Maospati, Kec. Maospati, Kabupaten Magetan, Jawa Timur 63392.
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Kota surabaya,
Jawa timur
INDONESIA
JOB: Journal of Organizational Behavior
Published by Universitas Negeri Surabaya
ISSN : -     EISSN : 31634761     DOI : -
Core Subject : Economy, Science,
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance
JOB: Journal of Organizational Behavior is a leading academic journal publishing empirical and theoretical research on individual and group behavior in organizational contexts. JOB focuses on topics such as leadership, motivation, organizational culture, organizational change, work stress, organizational learning, innovation, and organizational dynamics. Its primary goal is to deepen understanding of how human behavior influences organizational effectiveness.
Arjuna Subject : Bisnis, Menejemen, dan Akutansi (semua kategori) - Perilaku Organisasi dan Menejemen Sumber Daya Manusia
Articles 15 Documents
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The THE ROLE OF INDIVIDUAL CHARACTERISTICS IN ENHANCING LECTURER PERFORMANCE: A LITERATURE REVIEW Abdul Haris Abdullah; Shinta Nento
Journal of Organizational Behavior Vol. 2 No. 1 (2026): JOB: Journal of Organizational Behavior
Publisher : Universitas Negeri Surabaya

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Abstract

This article aims to explore and synthesize the role of individual characteristics in enhancing lecturer performance through a comprehensive literature review. The method employed is a systematic literature review, analyzing scholarly articles from databases such as Scopus, Web of Science, and Google Scholar published between 2014 and 2024. The analysis reveals that lecturer performance is not solely determined by institutional systems but is profoundly influenced by a constellation of personal attributes. Key characteristics identified include psychological capital (encompassing self-efficacy, optimism, hope, and resilience), proactive personality, work engagement, and intrinsic motivation. These traits collectively foster adaptive behaviors, innovative teaching practices, resilience against occupational stress, and sustained commitment to multidimensional academic roles. The discussion constructs an integrative framework demonstrating how these individual characteristics interact dynamically with job resources and challenges to drive superior performance in teaching, research, and community service.
THE INFLUENCE OF THE PBL MODEL THROUGH YOUTUBE ON THE LEARNING OUTCOMES OF STUDENTS OF SDN BANYUAJUH 4 Anifatul Maufirah; Bastia Fatwa Islami; Iskandar Iskandar; Ika Dian Rahmawati
Journal of Organizational Behavior Vol. 2 No. 1 (2026): JOB: Journal of Organizational Behavior
Publisher : Universitas Negeri Surabaya

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Abstract

This study aimed to examine the effect of the Problem-Based Learning (PBL) model through YouTube Education on the learning outcomes of fourth-grade students at SDN Banyuajuh 4. Using a One-Group Pretest–Posttest design with 9 students, the results showed that the average score increased from 36.22 to 88.22, with a significance value of 0.000 (<0.05). It was concluded that PBL through YouTube Education had a significant positive effect on students' learning outcomes. Further studies are recommended using larger samples and control groups.
Employer Branding Strategies to Attract Young Talent: A Systematic Literature Review and Conceptual Framework Liuyan Zhang
Journal of Organizational Behavior Vol. 2 No. 1 (2026): JOB: Journal of Organizational Behavior
Publisher : Universitas Negeri Surabaya

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Abstract

In an increasingly competitive labor market, attracting young talent—primarily from Generation Z and the younger millennial cohort—has become a strategic priority for organizations worldwide. Employer branding, defined as the package of functional, economic, and psychological benefits provided by employment and identified with the employing company, plays a pivotal role in this endeavor. This article presents a systematic literature review of employer branding strategies specifically aimed at attracting young talent, synthesizing findings from 42 peer-reviewed articles published between 2019 and 2024. Through thematic analysis, five core strategic dimensions emerged: (1) a compelling digital and social media presence, (2) an authentic Employee Value Proposition (EVP) emphasizing purpose, flexibility, and career growth, (3) employee-generated content and advocacy programs, (4) robust diversity, equity, inclusion, and sustainability commitments, and (5) a personalized, technology-enhanced candidate experience. The discussion integrates these dimensions into a conceptual framework, highlighting their interplay and the centrality of authenticity and value alignment for young professionals. The article concludes with practical implications for human resource practitioners and outlines avenues for future research.
Digital Nomad Workstyle and Its Effect on Task Completion and Time Management Ismi Iftikad; Tomo Hardiyanto; Aldy Rostyawan
Journal of Organizational Behavior Vol. 2 No. 1 (2026): JOB: Journal of Organizational Behavior
Publisher : Universitas Negeri Surabaya

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Abstract

The digital nomad workstyle, characterized by location-independent work enabled by digital technologies, has emerged as a significant phenomenon in the contemporary labor market. This article examines the effects of digital nomadism on task completion and time management, synthesizing findings from recent empirical research. The analysis reveals that productivity among digital nomads depends less on workload volume and more on how work is structured and controlled. Digital nomads who actively shape their tasks and schedules perceive themselves as more productive, consistent with job crafting theory. However, the flexibility inherent in the digital nomad lifestyle presents dual edged implications: while autonomy can enhance task engagement and satisfaction, the absence of traditional organizational structures creates significant time management challenges, including increased susceptibility to procrastination, difficulty establishing work life boundaries, and complications arising from multiple time zones. Effective time management strategies—including structured routines, time blocking, the Pomodoro Technique, and digital accountability tools—emerge as critical mediators between the nomadic workstyle and successful task completion. The findings suggest that the digital nomad workstyle's effect on productivity is contingent upon individuals' self regulatory capacities and their deliberate implementation of structuring practices.
The Effect of Workload and Motivation on Employee Performance at CV. Biliva Nature Indonesia Imelda Puji Lestari; Fandi Fatoni
Journal of Organizational Behavior Vol. 2 No. 1 (2026): JOB: Journal of Organizational Behavior
Publisher : Universitas Negeri Surabaya

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Abstract

This study was motivated by the suboptimal employee performance at CV. Biliva Nature Indonesia, as reflected in the differences in employee performance despite workload distribution being adjusted according to individual job responsibilities. This condition indicates that workload and motivation may influence employee performance. The study aimed to analyze the effects of workload and motivation on employee performance at CV. Biliva Nature Indonesia. A quantitative research approach with a survey method was employed. Saturated sampling was applied, involving all 54 employees as the research sample. Data were collected through questionnaires and analyzed using multiple linear regression with SPSS version 26. The results revealed that workload had no significant effect on employee performance. In contrast, motivation had a positive and significant effect on employee performance. Furthermore, workload and motivation simultaneously had a significant effect on employee performance. These findings indicate that improving employee motivation plays a more dominant role in enhancing performance, while appropriate workload management remains important to ensure effective work implementation. Therefore, organizations are encouraged to strengthen employee motivation and manage workload proportionally to improve overall employee performance.

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