Jurnal Ilmu Manajemen (JIM)
Jurnal Ilmu Manajemen (JIM) bertujuan menyebarluaskan hasil penelitian dari pemikiran bidang Manajemen (Sumber Daya Manusia, Keuangan, dan Pemasaran) kepada para akademisi, praktisi, dan mahasiswa. Jurnal Ilmu Manajemen (JIM) mencakup studi ilmu manajemen yang terdiri dari: 1. Manajemen Pemasaran; 2. Manajemen Sumber Daya Manusia; 3. Manajemen keuangan; 4. Manajemen Strategis; dan 5. Kewirausahaan.
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<![CDATA[The Influence of Organizational Citizenship Behavior and Intrinsic Motivation on Employee Performance at BPJS Employment Surabaya Karimunjawa ]]>
<![CDATA[Kurniawan, Novriza]]>;
<![CDATA[Nugrohoseno, Dwiarko]]>
<![CDATA[ Jurnal Ilmu Manajemen Vol. 14 No. 1 (2026) ]]>
Publisher : <![CDATA[Universitas Negeri Surabaya ]]>
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DOI: 10.26740/jim.v14n1.p1-9
<![CDATA[This study aims to examine and analyze the influence of organizational citizenship behavior and intrinsic motivation on employee performance at BPJS Employment Surabaya Karimunjawa. This study uses a quantitative approach. The population used is all employees of BPJS Employment Surabaya Karimunjawa, and the sample size collected is 31 respondents. The sampling technique used was saturation sampling, meaning that all employees in the population were included as samples. The data in this study were analyzed using SPSS version 25. The results of this study indicate that organizational citizenship behavior does not significantly influence employee performance, while intrinsic motivation significantly influences employee performance.]]>
<![CDATA[Implikasi Digitalisasi Layanan Kenaikan Jabatan Akademik dalam Meningkatkan Motivasi dan Kinerja Pengajuan Dosen ]]>
<![CDATA[Joko Yoeliyanto]]>;
<![CDATA[Bambang Yulianto]]>;
<![CDATA[Syunu Trihantoyo]]>;
<![CDATA[Gunarti Dwi Lestari]]>;
<![CDATA[Wildan Taufik Raharja]]>
<![CDATA[ Jurnal Ilmu Manajemen Vol. 14 No. 1 (2026) ]]>
Publisher : <![CDATA[Universitas Negeri Surabaya ]]>
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DOI: 10.26740/jim.v14n1.p10-20
<![CDATA[This article examines the digitalization of academic promotion services at Universitas Negeri Surabaya as part of a broader transformation of administrative processes and the strengthening of academic human resource governance. Although various higher education institutions have implemented digital systems for academic promotion, existing studies largely focus on technical effectiveness or user satisfaction, while limited attention has been given to how such digitalization is experienced by lecturers and how it influences their motivation and performance within complex bureaucratic environments. This study addresses this gap by analyzing how the use of a digital academic promotion information system affects lecturers’ motivation and the performance of promotion proposal submissions. Using a descriptive qualitative approach, data were collected through in-depth interviews with 12 lecturers at Universitas Negeri Surabaya who had utilized the digital academic promotion system, complemented by document analysis of relevant institutional policies and procedures. The data were analyzed thematically to capture lecturers’ experiences, perceptions, and adaptation strategies in responding to the digitalized service. The findings indicate that the digitalization of academic promotion services contributes to increased lecturer motivation through perceived ease of use, procedural clarity, and transparent feedback mechanisms. At the same time, it improves submission performance in terms of timeliness, document completeness, and a reduction in administrative errors. These results suggest that the academic promotion information system not only accelerates administrative processes but also functions as a strategic instrument for more structured, transparent, and professional academic career management within Universitas Negeri Surabaya.]]>
<![CDATA[Pengaruh fun workplace dan work environment terhadap work engagement melalui job sastisfaction pada tenaga kependidikan di perguruan tinggi ]]>
<![CDATA[Wakum, Grace Olivia]]>;
<![CDATA[Budiono]]>
<![CDATA[ Jurnal Ilmu Manajemen Vol. 14 No. 1 (2026) ]]>
Publisher : <![CDATA[Universitas Negeri Surabaya ]]>
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DOI: 10.26740/jim.v14n1.p115-128
<![CDATA[This research aims to determine and explain the effect of fun workplace and work environment on work engagement through job satisfaction on educational staff at a public university. This research is classified as quantitative research with a population of 50 university educational staff, and the sampling technique used is a saturated sampling method, resulting in a total sample of 50 respondents. The statistical analysis used in this research was Structural Equation Modeling (SEM) with the help of SmartPLS software. The results of this research show that fun workplace has no significant effect on work engagement, work environment has a significant positive effect on work engagement, job satisfaction has a significant positive effect on work engagement, fun workplace has a significant positive effect on job satisfaction, work environment has a significant positive effect on job satisfaction, job satisfaction is able to mediate the effect of a fun workplace on work engagement, and job satisfaction is able to mediate the effect of the work environment on work engagement. The implications of this study suggest that to enhance the effectiveness of the fun workplace program, institutions should incorporate fun into daily routines instead of depending only on occasional major events. This includes morning briefings with ice breakers and informal interaction spaces. These should be aligned with the faculty’s formal culture to ensure appropriateness. Furthermore, the study suggests supportive leadership approach including constructive feedback, task rotation, and fair performance evaluations to improve staff well-being and development.]]>
<![CDATA[Pengaruh locus of control, risk tolerance, financial wellbeing dan herding behavior Terhadap Keputusan Investasi pada Generasi Millenial dan Generasi Z Di Jawa Timur ]]>
<![CDATA[Arifa, Riqqotul]]>;
<![CDATA[Nihaya, Ina Uswatun]]>
<![CDATA[ Jurnal Ilmu Manajemen Vol. 14 No. 1 (2026) ]]>
Publisher : <![CDATA[Universitas Negeri Surabaya ]]>
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DOI: 10.26740/jim.v14n1.p41-55
<![CDATA[This study examines the influence of locus of control, risk tolerance, financial wellbeing, and herding behavior on investment decisions among Millennials and Gen Z in East Java. As these generations enter a crucial stage of financial planning, they face various challenges in making sound investment decisions. A total of 175 respondents participated in this study, consisting of individuals actively investing in the capital market. The research applied Structural Equation Modeling with Partial Least Squares (SEM-PLS) to analyze the data. The results reveal that financial wellbeing and herding behavior significantly influence investment decisions in both generations. Internal locus of control significantly affects investment decisions among Millennials but not among Gen Z. In contrast, external locus of control and risk tolerance do not have a significant effect on investment decisions in either generation. These findings suggest that financial stability and the tendency to follow group decisions—particularly through social and digital media play essential roles in shaping the investment behavior of young investors. This study contributes to a deeper understanding of behavioral finance in younger generations and offers practical implications for improving financial literacy and developing more targeted investment strategies.]]>
<![CDATA[Pengaruh Environmental, Social, And Governance (ESG) Terhadap Kinerja Keuangan Dengan CEO Power Sebagai Variabel Moderasi Pada Perusahaan Sektor Energy Tahun 2021-2023 ]]>
<![CDATA[Nanang Putra Aji Pangestu]]>;
<![CDATA[Yuyun Isbanah]]>
<![CDATA[ Jurnal Ilmu Manajemen Vol. 14 No. 1 (2026) ]]>
Publisher : <![CDATA[Universitas Negeri Surabaya ]]>
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DOI: 10.26740/jim.v14n1.p21-40
<![CDATA[This study investigates the impact of Environmental, Social, and Governance (ESG) disclosures on the financial performance of energy sector companies in Indonesia during the 2021–2023 period, with CEO Pay Slice and CEO Tenure serving as moderating variables. The analysis uses panel-data regression with Stata 17. The findings indicate that ESG disclosures do not have a significant direct effect on Return on Assets (ROA). However, moderating effects reveal more nuanced relationships. CEO Pay Slice negatively moderates the relationship between Social Disclosure and ROA, suggesting that higher CEO compensation concentration may weaken the financial benefits of social disclosure practices. In contrast, CEO Pay Slice does not moderate the relationship between Environmental or Governance Disclosure and firm performance. Meanwhile, CEO Tenure strengthens the positive influence of Environmental Disclosure on ROA but weakens the relationship between Social Disclosure and ROA. CEO Tenure does not moderate the relationship between Governance Disclosure and financial performance. Overall, the results emphasize the importance of leadership structure and managerial incentives in shaping the effectiveness of ESG disclosures in enhancing firm performance]]>
<![CDATA[Pengaruh struktur kepemilikan, leverage dan sales growth terhadap manajemen laba dengan kualitas audit sebagai variabel moderasi pada perusahaan sektor teknologi di Bursa Efek Indonesia tahun 2019-2023 ]]>
<![CDATA[Zaputri, Melindah Eka]]>;
<![CDATA[Nihaya, Ina Uswatun]]>
<![CDATA[ Jurnal Ilmu Manajemen Vol. 14 No. 1 (2026) ]]>
Publisher : <![CDATA[Universitas Negeri Surabaya ]]>
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DOI: 10.26740/jim.v14n1.p83-100
<![CDATA[This research aims to examine the influence of managerial ownership, institutional ownership, leverage, and sales growth on earnings management. This research is classified as quantitative research with a type of causality whose sample consists of 13 technology sector companies listed on the Indonesia Stock Exchange (BEI) for the 2019-2023 period. Data analysis was carried out using panel data analysis with STATA version 17. The results showed that institutional ownership, leverage and sales growth had no effect on earnings management because companies with institutional share ownership and high sales growth and leverage tended to focus more on increasing company value. Managerial ownership affects earnings management, because high managerial ownership can reduce earnings management due to the dual role of managers in the company. Audit quality does not moderate the relationship between independent variables and earnings management. This is because the company has not focused on improving the quality of internal governance or the auditor does not have full access to monitor the entire process in financial reporting. This research contributes as a source of information for strategic company decision making regarding earnings management practices used for future company development.]]>
<![CDATA[Peningkatan green human resource management melalui green organizational commitment dan knowledge sharing ]]>
<![CDATA[Bima Unnas, Ilham Wijaya]]>;
<![CDATA[Dwiarko Nugrohoseno]]>
<![CDATA[ Jurnal Ilmu Manajemen Vol. 14 No. 1 (2026) ]]>
Publisher : <![CDATA[Universitas Negeri Surabaya ]]>
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DOI: 10.26740/jim.v14n1.p56-71
<![CDATA[Climate change and environmental sustainability issues encourage organizations to integrate environmentally friendly principles into their management practices. This study aims to examine the effect of green human resource management on green innovation behavior through green organizational commitment, as well as to test the moderating role of knowledge sharing. A quantitative approach was employed by collecting data through questionnaires from 100 employees of PT Surabaya Industrial Estate Rungkut. Data were analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS) with SmartPLS version 4.1.1.6. The results indicate that green human resource management has a positive and significant effect on green innovation behavior and green organizational commitment. Furthermore, green organizational commitment significantly mediates the relationship between green human resource management and green innovation behavior. However, knowledge sharing does not significantly moderate the relationship between green organizational commitment and green innovation behavior, nor the indirect effect in the mediation model. These findings suggest that green innovation behavior is primarily driven by employees’ environmental commitment and organizational sustainability policies rather than the intensity of knowledge exchange among employees]]>
<![CDATA[Membangun Innovative Work Behavior di Era Digital: Kompetensi Digital, Agility Karyawan, dan Lingkungan Kerja Digital ]]>
<![CDATA[Noerchoidah]]>;
<![CDATA[Rossitika, Amanda Rizky]]>;
<![CDATA[Istikhoroh, Siti]]>;
<![CDATA[Harjanti, Dhyah]]>;
<![CDATA[Sitepu, Rismawati Br]]>
<![CDATA[ Jurnal Ilmu Manajemen Vol. 14 No. 1 (2026) ]]>
Publisher : <![CDATA[Universitas Negeri Surabaya ]]>
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DOI: 10.26740/jim.v14n1.p129-142
<![CDATA[This study aims to analyze the effect of digital competence on employee agility and innovative work behavior, as well as the mediating role of employee agility and the moderating role of the digital work environment among employees in the creative graphic design industry in East Java. This study uses a quantitative method. Data collection was conducted using an online questionnaire via Google Forms. The sample was determined using purposive sampling. A total of 180 questionnaires were collected and analyzed using PLS-SEM in SmartPLS. This study found that digital competence has a positive and significant impact on employee agility and innovative work behavior. In addition, employee agility was found to mediate the relationship between digital competence and innovative work behavior, indicating that agility plays an important role in creating innovative work behavior. This study also found that the digital work environment moderates the relationship between digital competence and employee agility, highlighting the importance of a technology-supportive work environment to improve work effectiveness. These findings contribute to Dynamic Capability Theory, emphasizing that digital competence and employee agility function as dynamic capabilities that drive organizational innovation and competitiveness. Practical and research implications are discussed.]]>
<![CDATA[Digital governance transformation in retail MSMEs: an agile administration and omnichannel excellence integration model ]]>
<![CDATA[Utami, Rahayu Tri]]>;
<![CDATA[Susbiyantoro]]>;
<![CDATA[Sambodja, Edy]]>;
<![CDATA[Frihatini, Farida]]>
<![CDATA[ Jurnal Ilmu Manajemen Vol. 14 No. 1 (2026) ]]>
Publisher : <![CDATA[Universitas Negeri Surabaya ]]>
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DOI: 10.26740/jim.v14n1.p72-82
<![CDATA[Digital transformation has become a strategic necessity for retail micro, small, and medium enterprises (MSMEs) amid intensifying digital market competition; however, many MSMEs adopt digital technologies without strengthening structured governance and administrative systems, resulting in fragmented and unsustainable digital initiatives. This study aims to examine the roles of Digital Governance Effectiveness and Agile Administration in shaping Omnichannel Excellence and to analyze their impact on MSME performance and competitiveness. A quantitative confirmatory research design was employed, involving 120 retail MSME owners and managers who have adopted at least one digital channel, and the data were analyzed using Partial Least Squares–Structural Equation Modeling (PLS-SEM). The results indicate that Digital Governance Effectiveness significantly enhances Omnichannel Excellence, Agile Administration improves organizational responsiveness and adaptability, and Omnichannel Excellence positively influences MSME performance and competitive advantage. These findings imply that successful digital transformation in retail MSMEs depends not only on technological adoption but also on structured digital governance mechanisms and agile administrative capabilities to ensure sustainable performance. This study contributes to the development of a governance-based digital transformation framework and provides practical insights for MSMEs in designing integrated and sustainable digital strategies.]]>
<![CDATA[Pengaruh Gaya Kepemimpinan Transformasional dan Transaksional Terhadap Kinerja Karyawan Produksi di PT New Asia international ]]>
<![CDATA[Putra, Bibit Bagus Elfrianto]]>;
<![CDATA[Nugrohoseno, Dwiarko]]>
<![CDATA[ Jurnal Ilmu Manajemen Vol. 14 No. 1 (2026) ]]>
Publisher : <![CDATA[Universitas Negeri Surabaya ]]>
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DOI: 10.26740/jim.v14n1.p168-178
<![CDATA[This study investigates the influence of transformational and transactional leadership styles on the performance of production employees. The study is motivated by the importance of effective leadership in improving employee performance, particularly in manufacturing environments where productivity and coordination play a crucial role in achieving organizational targets. Leadership style is considered one of the key factors that can influence employee motivation, work behavior, and overall performance in production settings. Therefore, understanding the relationship between leadership approaches and employee performance becomes essential for organizational effectiveness. This research employs a quantitative method using multiple linear regression analysis to examine the relationship between transformational and transactional leadership styles and employee performance. The sample consists of 82 production employees selected through purposive sampling to ensure that respondents meet the research criteria. Data were collected through structured questionnaires distributed to the respondents. The results of the analysis indicate that neither transformational leadership nor transactional leadership has a significant effect on employee performance, either partially or simultaneously. These findings suggest that the leadership approaches applied may not fully align with the characteristics, expectations, or working conditions of production employees. Consequently, organizations are encouraged to evaluate and adjust their leadership strategies to better match employee needs and workplace dynamics. Such adjustments are expected to help optimize employee performance and improve organizational effectiveness, particularly in production-oriented work environments.]]>
