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.
Articles
729 Documents
<![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.]]>
<![CDATA[Pengaruh E-Service Quality dan E-Trust terhadap Continuance Intention melalui E-Satisfaction sebagai variabel mediasi (Studi pada pengguna aplikasi MyPertamina) ]]>
<![CDATA[Aurita, Yousyta Fany]]>;
<![CDATA[Tiarawati, Monika]]>
<![CDATA[ Jurnal Ilmu Manajemen Vol. 14 No. 1 (2026) ]]>
Publisher : <![CDATA[Universitas Negeri Surabaya ]]>
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DOI: 10.26740/jim.v14n1.p266-277
<![CDATA[This study aims to analyse the influence of e-service quality and e-trust on continuance intention, mediated by e-satisfaction, among users of the MyPertamina application. The background of this study is the phenomenon of increasing use of digital public service applications that are not yet fully supported by users' intentions for continuity. This study used a quantitative approach and involved 220 active users of the MyPertamina app, selected through purposive sampling. Data processing and analysis were performed using the Structural Equation Modelling Partial Least Squares (SEM-PLS) method in SmartPLS 3.0. The study's results indicate that e-service quality and e-trust influence continuance intention. E-service quality also influences e-satisfaction, whereas e-trust does not. Furthermore, e-satisfaction does not influence continuance intention. These findings indicate that service quality and user trust in the application are more dominant in shaping the intention to continue using the application than mere user satisfaction. Therefore, the MyPertamina application managers are advised to continue improving service quality and building user trust to foster loyalty and sustainable use of the application.]]>
<![CDATA[Perbandingan Kinerja Saham Konvensional dan saham syariah di Pasar Modal ]]>
<![CDATA[Priantito, Irgi]]>;
<![CDATA[Haryono, Nadia Asandimitra]]>
<![CDATA[ Jurnal Ilmu Manajemen Vol. 14 No. 1 (2026) ]]>
Publisher : <![CDATA[Universitas Negeri Surabaya ]]>
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DOI: 10.26740/jim.v14n1.p159-167
<![CDATA[This study aims to identify and explain the comparative performance of conventional and Sharia-compliant stocks in the capital market using the calculating return and standard deviation to measure returns and risks. It is a quantitative descriptive study whose population comprises stocks listed on the Jakarta Islamic Index (JII) and the IDX30 during 2020–2024. Samples were drawn via purposive sampling, selecting companies that met specific criteria to provide relevant data. Statistical analysis was performed using an Independent Samples t-test in SPSS Statistics 25. Quantitative descriptive methods were employed, with stock returns and risks (standard deviation) as performance indicators. Purposive sampling selected 7 Sharia and 7 conventional stocks consistently listed during the period. Statistical analysis using the Independent Samples t-test in SPSS 25 showed no significant differences in returns or risks between Sharia and conventional stocks. External factors such as the COVID-19 pandemic, government policies, and global market fluctuations contributed to this convergence. The results indicate no significant difference in returns or risks between Sharia-compliant and conventional stocks. This lack of distinction is attributed to the economic downturn caused by the COVID-19 pandemic, as well as external factors such as government policies, interest rate movements, currency fluctuations, and global market volatility. These findings imply that Sharia-compliant stocks offer financial performance comparable to conventional stocks, supporting their viability for Muslim investors.]]>
<![CDATA[Job satisfaction memediasi pengaruh organizational commitment terhadap job performance ]]>
<![CDATA[Dini, Bunga Ambar]]>;
<![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.p212-223
<![CDATA[This study aims to examine the effect of organizational commitment on job performance, with job satisfaction as a mediating variable. The research employs a quantitative approach, using data collected via questionnaires distributed to employees and analyzed using the Partial Least Squares (PLS) method. The findings reveal that organizational commitment has a significant positive effect on job performance. Moreover, organizational commitment positively affects job satisfaction, which, in turn, positively influences job performance. The results further indicate that job satisfaction mediates the relationship between organizational commitment and job performance. Employees who are committed to their organization tend to experience higher job satisfaction, which enhances their motivation and intrinsic drive to perform better. This suggests that job satisfaction acts as a psychological mechanism that strengthens the link between organizational commitment and job performance. These findings emphasize the importance of organizations implementing strategies that cultivate both commitment and employee satisfaction to sustain optimal performance. Fostering a positive work environment and aligning employee values with organizational goals can be a strategic approach to improving workforce productivity and overall organizational effectiveness.]]>
<![CDATA[Job satisfaction memediasi pengaruh job stress terhadap organizational commitment ]]>
<![CDATA[Priyatno, Elizabeth Aprilia Mukti Prabawati]]>;
<![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.p239-251
<![CDATA[This study aims to examine the effect of job stress on organizational commitment with job satisfaction as a mediating variable. The research was motivated by growing concerns over psychological pressure and instability in the textile industry, which may affect employees’ commitment to the organization. Using a quantitative approach, the study collected primary data from 92 production employees through questionnaires and the data analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS 3.2.9. The results show that job stress does not have a significant direct effect on organizational commitment. However, job stress has a significant negative effect on job satisfaction, while job satisfaction has a significant positive effect on organizational commitment. Furthermore, job satisfaction mediates the relationship between job stress and organizational commitment, indicating that employees who experience high job stress tend to report lower job satisfaction, which subsequently reduces their organizational commitment. These findings highlight the important role of job satisfaction in explaining how job stress influences employees’ attitudes toward the organization. This study contributes to the literature by clarifying the mediating mechanism of job satisfaction in the relationship between job stress and organizational commitment within a labor-intensive textile industry context. The results also suggest that organizations should manage work stress and improve job satisfaction to maintain employees’ commitment.]]>
<![CDATA[Pengaruh Work Life Balance terhadap Kinerja Karyawan melalui Komitmen Organisasi pada PT. X ]]>
<![CDATA[Berliana, Ghinathaya Julia]]>;
<![CDATA[Frianto, Agus]]>
<![CDATA[ Jurnal Ilmu Manajemen Vol. 14 No. 1 (2026) ]]>
Publisher : <![CDATA[Universitas Negeri Surabaya ]]>
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DOI: 10.26740/jim.v14n1.p252-261
<![CDATA[This study aims to analyze the effect of work life balance on employee performance through organizational commitment. This research uses a quantitative approach with a sample of 50 employees of PT. X Surabaya. Data were collected using a questionnaire measured with a Likert scale. The data analysis technique used was Structural Equation Modeling-Partial Least Squares (SEM-PLS) with SmartPLS 4.0 software. The results show that work life balance has a positive and significant effect on employee performance, work life balance has a positive and significant effect on organizational commitment, organizational commitment also has a positive and significant effect on employee performance, and organizational commitment was not able to mediate the relationship between work life balance and employee performance. These findings indicate that employee performance is more directly influenced by work life balance than through organizational commitment, and this study is expected to provide insights for companies in developing policies to improve employee performance.]]>
