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Daya Saing : Jurnal Ilmu Manajemen
Published by Komunitas Manajemen Kompetitif
ISSN : 2407800X     EISSN : 25414356     DOI : -
Core Subject : Science, Education,
Decision Sciences, Operations Research & Management Other
Jurnal Daya Saing (Online ISSN: 2541-4356 | Print ISSN : 2407-800X) published by Komunitas Manajemen Kompetitif. This journal published thrice in February, June and October. It contain the articles such as scientific papers (research and non-research), analytical studies, theoretical applications and reviews of management issues. The publication of this journal aims to increase the quantity and quality as well as its spread with the science of communication among the intellectuals, practitioners, students and observers of management problems.
Arjuna Subject : -
Articles 704 Documents
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PENGARUH KUALITAS LAYANAN ADMINISTRASI, KEUANGAN, DAN PERPUSTAKAAN TERHADAP KEPUASAN MAHASISWA STIE TUAH NEGERI Rispa Eliza; Nasrullah Nasrullah; Meri Yanti; Indah Maha Sari
Jurnal Daya Saing Vol. 12 No. 2 (2026): JURNAL DAYA SAING (JDS)
Publisher : Komunitas Manajemen Kompetitif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35446/dayasaing.v12i2.2987

Abstract

This study aims to analyze the effect of administrative, financial, and library service quality on student satisfaction at Sekolah Tinggi Ilmu Ekonomi (STIE) Tuah Negeri. A quantitative approach with an associative causal design was applied to 114 active students selected through non-probability (accidental) sampling. Data were collected via a five-point Likert scale questionnaire and analyzed using multiple linear regression. Results show that: (1) administrative service quality has a positive and significant partial effect on student satisfaction (Beta = 0,253; sig = 0,001); (2) financial service quality has a positive and significant partial effect on student satisfaction (Beta = 0,371; sig = 0,000); (3) library service quality has a positive and significant partial effect on student satisfaction (Beta = 0,347; sig = 0,000); and (4) simultaneously, the three variables significantly influence student satisfaction (F = 215,800; sig = 0,000) contributing 85,5%. These findings confirm the strategic importance of integrated service quality management for higher education institutions.
PERAN MEDIASI KOMUNIKASI ORGANISASI DALAM HUBUNGAN CHANGE READINESS DAN KINERJA OPERASIONAL (STUDI KASUS: BANDARA HUSEIN SASTRANEGARA BANDUNG) Purnama Safril Hudya; Recky Recky; Gurawan Dayona Ismail; Andhika Mochamad Siddiq; Kartika Nuradina
Jurnal Daya Saing Vol. 12 No. 2 (2026): JURNAL DAYA SAING (JDS)
Publisher : Komunitas Manajemen Kompetitif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35446/dayasaing.v12i2.3021

Abstract

The success of transformation in the airport sector depends not only on the readiness of human resources but also on how effectively communication functions across organizational units. This study focuses on Husein Sastranegara Airport, Bandung, to investigate whether Organizational Communication serves as a bridge (mediator) between Employee Change Readiness and Operational Performance. Employing a quantitative explanatory research design, the study involved the entire population of 65 employees using a total sampling technique. Data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM), a variance-based structural equation modeling approach, through SmartPLS version 4. Of the five hypotheses tested, two significant relationships were identified: change readiness positively influences communication effectiveness, and communication effectiveness positively influences operational performance. However, the direct relationship between change readiness and operational performance was found to be insignificant. Furthermore, mediation analysis confirmed that organizational communication acts as a significant mediator, indicating that employee readiness for change contributes to operational performance only when supported by an effective organizational communication system
PENGARUH PELATIHAN, MOTIVASI KERJA, DAN KOMPENSASI TERHADAP KINERJA KARYAWAN DI KLINIK PRATAMA X Salsabila Desindria; Recky Recky; Andhika Mochamad Siddiq; Kartika Nuradina
Jurnal Daya Saing Vol. 12 No. 2 (2026): JURNAL DAYA SAING (JDS)
Publisher : Komunitas Manajemen Kompetitif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35446/dayasaing.v12i2.3022

Abstract

The goal of this study is to “investigate the impact of training, work motivation, and compensation on employee performance at Klinik Pratama X”. This study uses a “quantitative method with an associative approach”. The sample group consists of 59 employees at Klinik Pratama X, and the full population was chosen as the sample using a saturation sampling method. Data were gathered by a “questionnaire and analyzed using SPSS Version 25 with multiple linear regression”. Before hypothesis testing, the data were checked for validity, reliability, and classical assumptions. The study's findings reveal that “training had no positive or significant influence on employee performance, with a significance level of 0.734”. Conversely, “job motivation and compensation have positive and substantial effects on employee performance, with p-values of 0.018 and 0.000, respectively”. At the same time, “training, work motivation, and salary all have a substantial effect on employee performance, with a p-value of 0.000, The coefficient of determination (R²) of 0.471 shows that these three variables account for 47.1% of the variation in employee performance, with the remaining 52.9% impacted by other factors”.
MEDIATING ROLE OF ORGANIZATIONAL IDENTIFICATION AMONG GOVERNMENT PERSONNEL IN THE IMPACT OF STRENGTHS-BASED LEADERSHIP ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR Marlena Marlena; Muhammad Rasyid Abdillah; Agus Seswandi
Jurnal Daya Saing Vol. 12 No. 2 (2026): JURNAL DAYA SAING (JDS)
Publisher : Komunitas Manajemen Kompetitif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35446/dayasaing.v12i2.2956

Abstract

This study seeks to investigate the influence of Strengths-Based Leadership on Organizational Citizenship Behavior among government employees, with Organizational Identification serving as a mediating factor. A causal research design and a quantitative methodology were utilized. Civil servants in Indragiri Hilir Regency received the structured questionnaire, which used a seven-point Likert scale to gather data. Purposeful sampling was used to ascertain the sample, and 155 participants were found. Using SmartPLS, a PLS-SEM approach was applied to conduct data analysis. It has been demonstrated that Strengths-Based Leadership significantly influences both organizational identity and Organizational Citizenship Behavior. Additionally, Organizational Identification has a statistically significant and good impact on Organizational Citizenship Behavior. The results also show that Organizational Identification serves as a mediator between Organizational Citizenship Behavior and Strengths-Based Leadership. This research makes a theoretical contribution by strengthening the part played by strengths-based leadership in boosting extra-role conduct through psychological processes. In practice, the results imply that public sector organizations should use strength-oriented leadership methods to boost employee performance and total organizational efficacy.
PENGARUH STRENGTHS-BASED LEADERSHIP TERHADAP PERSONAL INITIATIVE MELALUI PERCEIVED COMPETENCE INDIVIDU DI INSTITUSI PENDIDIKAN TINGGI DI PEKANBARU Misnarli Misnarli; Muhammad Rasyid Abdillah; Hardi Hardi
Jurnal Daya Saing Vol. 12 No. 2 (2026): JURNAL DAYA SAING (JDS)
Publisher : Komunitas Manajemen Kompetitif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35446/dayasaing.v12i2.2976

Abstract

As the concept of positive organizational behavior has evolved, strengths-based leadership has emerged as a leadership approach focused on developing individual potential and strengths. Leaders play a role in helping employees recognize, develop, and optimize their strengths through support, trust, and positive feedback. This approach is believed to enhance personal initiative—that is, proactive, self-directed, and change-oriented behavior in completing tasks. In addition to leadership, personal initiative is also influenced by perceived competence—an individual’s belief in their ability to complete tasks and face challenges. In organizational behavior studies, perceived competence serves as a psychological mechanism linking the influence of leadership style to individual behavior in the workplace. Therefore, this study examines the effect of Strengths-Based Leadership on Personal Initiative, with Perceived Competence as the mediating variable. This is a quantitative study. The population for this study consists of all educational staff working at a university in Pekanbaru. Data analysis was conducted using the Partial Least Squares (PLS) method with Smart PLS software. Based on the research findings, it can be concluded that Strengths-Based Leadership has a positive and significant effect on Personal Initiative and Perceived Competence. Furthermore, Perceived Competence also has a positive effect on Personal Initiative and was found to mediate the relationship between Strengths-Based Leadership and Personal Initiative. Strengths-Based Leadership has a positive and significant effect on Work Engagement. Strengths-Based Leadership also has a positive and significant effect on Resilience. Resilience has a positive and significant effect on Work Engagement. The results of the indirect effect test indicate that Resilience plays a significant role in the relationship between Strengths-Based Leadership and Work Engagement
PENGARUH HAZARD IDENTIFICTION TERHADAP SAFE BEHAVIOR DENGAN MEDIASI RISK PERCEPTION Karnoto Gondo Suwandiko; Adi Rahmat; Richa Afriana Munthe
Jurnal Daya Saing Vol. 12 No. 2 (2026): JURNAL DAYA SAING (JDS)
Publisher : Komunitas Manajemen Kompetitif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35446/dayasaing.v12i2.2977

Abstract

Workplace safety is a crucial element in human resource management, particularly in the oil and gas industry, which is characterized by high levels of risk and operational complexity. This study aims to analyze the influence of hazard identification on safe behavior, with risk perception serving as a mediating variable among workers at PT Pertamina Hulu Rokan. The study employs a quantitative approach with a causal research design. Data were collected via a seven-point Likert scale questionnaire from 86 respondents and analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS) with WarpPLS 8.0. The results indicate that hazard identification has a positive and significant effect on safe behavior (β = 0.758; p < 0.001) and risk perception (β = 0.394; p < 0.001). Furthermore, risk perception has a positive and significant effect on safe behavior (β = 0.109; p < 0.001). Risk perception was also found to mediate the influence of hazard identification on safe behavior, with an indirect effect of β = 0.043 (p < 0.001). The R² value for risk perception (0.649) indicates strong explanatory power, whereas the R² value for safe behavior (0.145) suggests the presence of factors outside the model. These findings confirm that risk perception acts as a cognitive mechanism linking hazard identification to safe behavior.
PENGARUH PERCEIVED STRESS TERHADAP BEBAN KERJA MELALUI EFIKASI DIRI KARYAWAN PADA PERUSAHAAN YANG BERGERAK DI BIDANG KEHUTANAN Mulyono Mulyono; Adi Rahmat; Richa Afriana Munthe
Jurnal Daya Saing Vol. 12 No. 2 (2026): JURNAL DAYA SAING (JDS)
Publisher : Komunitas Manajemen Kompetitif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35446/dayasaing.v12i2.2978

Abstract

This study aims to analyze the effect of perceived stress on workload, mediated by employee self-efficacy, within a forestry company. A quantitative approach with a causal research design was employed. The sample consisted of 148 Forest Management Technical Personnel (GANISPH) from PT Arara Abadi. Data were collected using Likert-scale questionnaires and analyzed via the Partial Least Squares (PLS) method using WarpPLS 8.0. The results indicate that perceived stress has a positive and significant effect on workload (β=0.26; p<0.01), whereas it has a negative and significant effect on self-efficacy (β=-0.18; p<0.01). Self-efficacy was found to have a negative and significant effect on workload (β=-0.27; p<0.01). Furthermore, self-efficacy was shown to partially mediate the effect of perceived stress on workload. These findings suggest that increased perceived stress can heighten the perception of workload, while self-efficacy acts as a personal resource that helps employees manage job demands. This study reinforces the perspectives of the Job Demands-Resources Model and Social Cognitive Theory in explaining the relationships between stress, self-efficacy, and workload within the forestry sector. Keywords: Erceived Stress, Beban Kerja, Efikasi Diri, Karyawan Kehutanan, Job Demands-Resources Model
PENGARUH KEMAMPUAN DIRI AI TERHADAP PERILAKU INOVASI DENGAN MEDIASI KETERIKATAN KERJA Nunik Handriani; Adi Rahmat; Nofrizal Nofrizal
Jurnal Daya Saing Vol. 12 No. 2 (2026): JURNAL DAYA SAING (JDS)
Publisher : Komunitas Manajemen Kompetitif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35446/dayasaing.v12i2.2979

Abstract

: This study aims to analyze the effect of AI self-efficacy on innovative behavior, with work engagement as a mediating variable among civil servants (ASN) in the Planning Division of Kampar Regency. The study employed a quantitative approach with a causal research design. Data were collected through questionnaires from 160 civil servants and analyzed using Structural Equation Modeling-Partial Least Squares (SEM-PLS) with WarpPLS 8.0. The results show that AI self-efficacy has a positive and significant effect on innovative behavior, with a path coefficient of 0.498 (p < 0.001). AI self-efficacy also has a positive and significant effect on work engagement at 0.681 (p < 0.001), while work engagement positively and significantly affects innovative behavior at 0.381 (p < 0.001). Furthermore, work engagement partially mediates the effect of AI self-efficacy on innovative behavior, with an indirect effect of 0.260 (p < 0.001). These findings highlight the importance of strengthening AI competencies and work engagement to promote innovative behavior among civil servants in public-sector digital transformation.
PENGARUH PERILAKU KERJA INOVATIF TERHADAP KINERJA UMKM Fatkhurahman Fatkhurahman; Aznuriyandi Aznuriyandi; Rita Wiyati
Jurnal Daya Saing Vol. 12 No. 2 (2026): JURNAL DAYA SAING (JDS)
Publisher : Komunitas Manajemen Kompetitif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35446/dayasaing.v12i2.2982

Abstract

This study aims to analyze the impact of innovative work behavior on the performance of Micro, Small, and Medium Enterprises (MSMEs) in Pekanbaru City. Innovative work behavior is a crucial factor in boosting MSME competitiveness, driven by an individual's ability to generate, develop, and implement new ideas that enhance business effectiveness and efficiency. A quantitative approach utilizing a survey method was employed. The study population consisted of MSME managers in Pekanbaru City, with a sample of 395 respondents selected via purposive sampling. Data were collected through questionnaires using a five-point Likert scale. Simple linear regression analysis was used to examine the influence of innovative work behavior on MSME performance. The results indicate that innovative work behavior has a positive and significant effect on MSME performance. This is evidenced by a regression coefficient of 1.228, a standardized beta coefficient of 0.860, a calculated t-value of 33.477, and a significance level of 0.000 (p < 0.05). These findings suggest that higher levels of innovative work behavior among MSME managers lead to superior business performance. Innovative work behavior enables MSME players to create creative solutions, improve product and service quality, adapt to changing business environments, and strengthen business competitiveness. The study implies that fostering a culture of innovation, enhancing human resource competencies, and providing training and mentoring support from the government and relevant institutions are vital strategies for sustainably improving MSME performance.
PENGARUH PELATIHAN, MOTIVASI, EVALUASI TERHADAP KINERJA PADA KELOMPOK TANI DESA SUNGAI KUMANGO Nuraisah Nuraisah; Afrijal Afrijal; Heffi Christya Rahayu
Jurnal Daya Saing Vol. 12 No. 2 (2026): JURNAL DAYA SAING (JDS)
Publisher : Komunitas Manajemen Kompetitif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35446/dayasaing.v12i2.3005

Abstract

This study aims to analyze the effects of training, motivation, and evaluation on the performance of farmer groups in Sungai Kumango Village. The research employed a quantitative method using multiple linear regression analysis. Data were collected through questionnaires distributed to 45 respondents. The results showed that, partially, training had a positive and significant effect on performance, motivation had a positive and significant effect on performance, and evaluation also had a positive and significant effect on performance. Simultaneously, the three variables had a significant effect of 86.1% on the performance of the farmer group, while the remaining 13.9% was influenced by other factors not examined in this study. These findings provide recommendations for farmer groups to continuously improve the frequency and quality of training according to members’ needs and strengthen the evaluation system regularly so that the performance of farmer group members can continue to improve.

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