Indonesian Employees Research Articles

The Effect of Training and Work Environment on Employee Performance through Employee Engagement as an Intervening Variable

This research aims to examine the influence of Training and Work Environment through Employee Engagement on Employee Performance at PT. Coway International Indonesia. This research was motivated by employee performance which was not mentioned, so research was carried out to find out which training, work environment and Employee Engagement variables would have the most influence on employee performance at PT. Coway International Indonesia. The population in the study were employees of PT. Coway International Indonesia. Meanwhile, the research sample was taken using a purposive sampling technique and then using a saturated sampling technique, namely all members of the population were used as samples with a total of 100 respondents. This research is quantitative research using the Structural Equation Model - Partial Least Square (SEM-PLS) method. The results of the research show that Training and Work Environment have a positive effect on Employee Engagement, Training and Work Environment have a positive effect on Employee Performance, Employee Engagement has a positive effect on Employee Performance, Training has no positive effect on Employee Performance through Employee Engagement, finally the Work Environment has a positive effect on Performance Employees through Employee Engagement. After conducting research, the author suggests expanding the population to other branches, so that it can represent more answers from Coway International Indonesia employees. Coway International Indonesia throughout Indonesia. Apart from that, you can also add other supporting variables, such as Work Motivation, Job Satisfaction, Reward and Punishment and other variables that are relevant to the novelty of the research.

Pengaruh Motivasi dan Pengalaman Kerja Terhadap Kinerja Pegawai Pada PT.YYY Manufacturing Indonesia

This research aims to determine the influence of motivation on the performance of PT TT Manucfacturing Indonesia employees. To determine the influence of work experience on the performance of employees of PT.YYY Manucfacturing Indonesia. To determine the influence of motivation and work experience together on the performance of PT.YYY. Manufacturing Indonesia. The research method used is a quantitative approach. The sample used in this research was 50 employees. The data analysis used in this research is multiple linear regression analysis with partial and simultaneous hypothesis testing. The research results show that motivation has an influence on employee performance, work experience has an influence on employee performance. There is an influence of motivation and work experience on the performance of PT employees. YYY Manufacturing Indonesia.

Analysis of Organizational Commitment as a Mediator of Job Satisfaction and Compensation on the Intention to Change Jobs of Bank Syariah Indonesia Employees in Madiun

Employee turnover can disrupt organizational stability and increase recruitment costs. This study focuses on the phenomenon of employee turnover, which poses a challenge for PT Bank Syariah Indonesia, Madiun Branch. The high turnover rate between 2021 and 2023 indicates an imbalance in compensation and job satisfaction. This research aims to analyze the effect of job satisfaction and compensation on the intention to switch jobs, with organizational commitment serving as a mediator. The research method employed is quantitative, utilizing a questionnaire distributed to 200 permanent employees of PT Bank Syariah Indonesia, Madiun Branch. The data were analyzed using Structural Equation Modeling (SEM) through Smart PLS software. The results indicate that job satisfaction and compensation significantly and positively affect organizational commitment, which in turn negatively impacts the intention to switch jobs. These findings underscore the importance of enhancing job satisfaction and compensation to reduce turnover rates in the workplace.

The Influence of Compensation and Work-Life Balance on Intention to Stay of Aramex Indonesia Employee

Intention to stay in an organization is influenced by various factors, one of which is flexibility in working hour arrangements that can improve work-life balance, productivity, engagement, and organizational attractiveness for potential talents. This study aims to explain the effect of compensation and work-life balance on employee intention to stay at Aramex Indonesia. This type of research is descriptive quantitative. The population in this study were all employees of Aramex Indonesia using non-probability sampling method saturated sampling technique. The results showed that the multiple regression model equation. Managerial Implications The findings of this study reveal that compensation and work-life balance significantly influence the intention to stay among Aramex Indonesia employees. These insights suggest that management should prioritize competitive compensation packages and policies that support work-life balance to retain talent. Offering flexible working arrangements and ensuring that employees feel adequately rewarded for their contributions can enhance job satisfaction and loyalty, thereby reducing turnover rates. Implementing these strategies can help Aramex Indonesia maintain a stable and motivated workforce, ultimately contributing to the company's long-term success and operational efficiency.

Transformational leadership and consumer citizenship behavior on employee creativity: The mediating role of intrinsic motivation

Implementing a suitable leadership style and understanding consumer citizenship behavior can increase employee creativity. Intrinsic motivation is necessary to support consumer citizenship behavior and transformational leadership in improving employee creativity. This study examines how consumer citizenship and transformational leadership affect employee creativity, using intrinsic motivation as a mediating factor. 46 respondents represent the study's sample, and the population focus is Bank Syariah Indonesia employees. The study's findings show that: customer citizenship behavior influences intrinsic motivation, which in turn influences employee creativity; employee creativity is not impacted by customer citizenship behavior; employee creativity is impacted by intrinsic motivation; employee creativity is mediated by intrinsic motivation; employee creativity is impacted by transformational leadership; employee creativity is impacted by transformational leadership; employee creativity is impacted by transformational leadership; and employee creativity is not mediated by intrinsic motivation.

Digital literacy analysis: A case study of Telkom Indonesia in exploring its work environment dynamics

<p>Digital literacy is increasingly recognised as a crucial skill in today's work environment, particularly in the context of rapidly advancing technology. This study aims to analyse the level of digital literacy among employees at PT Telkom Indonesia Graha Merah Putih Bandung and its impact on work productivity. Qualitative research methodology was employed with employees of the company serving as the research population. Both primary and secondary data were utilised, gathered through interviews, observation, and documentation. This study used three types of informants with each being represented by one employee. The findings reveal that digital literacy, encompassing proficiency in utilising digital communication tools and platforms, significantly influences the work productivity of PT Telkom Indonesia employees. Moreover, the development of digital literacy has identified that it is playing pivotal role. The study underscores the importance of digital transformation initiatives and enhancing employee digital literacy to drive improvements in work productivity.</p>

The Influence of Safety Leadership and Safety Climate on Safety Behavior is Mediated by Safety Motivation in Sugar Factory Employees

The sugar industry has complex production processes and involves various risks, including the high potential for employee accidents. To reduce this risk, the implementation of an effective work safety programme is required. This reserach aims to analyse the effect of safety leadership and safety climate on safety behaviour mediated by safety motivation in sugar factory employees. The method used is quantitative with data collection through questionnaires. The population of this study were all sugar factory employees in Indonesia, with a sample of 100 respondents selected using random sampling technique. Data analysis was carried out using Path Analysis in the SEM-PLS programme. The results showed that Safety Leadership and Safety Climate positively influence the Safety Behaviour of sugar factory employees. In addition, Safety Motivation mediates the influence of Safety Leadership and Safety Climate on Safety Behaviour, which indicates that Safety Motivation can strengthen the influence of these two factors on the safety behaviour of sugar factory employees. This reserach provides important implications for sugar factory management to pay more attention to aspects of motivation and safety climate to improve safety behaviour in the workplace.

Real-World Outcomes of a Digital Behavioral Coaching Intervention to Improve Employee Health Status: Retrospective Observational Study.

Chronic noncommunicable diseases (NCDs) account for major disability and premature mortality worldwide, with low- and middle-income countries being disproportionately burdened. Given the negative impact of NCDs on employee performance and work productivity, there is a rising need for stakeholders to identify effective workplace solutions that can improve employee health outcomes. As the workplace becomes more dispersed post pandemic, digital behavioral coaching offers a scalable, personalized, and cost-effective method of managing chronic disease risk factors among employees. This study aimed to retrospectively evaluate the impact of a digital behavioral coaching program on year-to-year changes in employee health status in a cohort of Indonesian employees. This retrospective real-world exploratory analysis of secondary health data followed 774 employees of an Indonesian company who completed company-sponsored health screenings between 2021 and 2022 and were given access to Naluri (Naluri Hidup Sdn Bhd), a holistic digital therapeutics platform offering digital behavioral health coaching and self-help tools. Participants were retrospectively classified as those who received active coaching (n=177), passive coaching (n=108), and no coaching (n=489). Linear mixed-effects models were used to evaluate the year-to-year changes in health outcomes across the 3 employee groups, with post hoc analyses evaluating within-group differences between the 2 time points and between-group differences at follow-up. Significant time×group interaction effects were detected for body weight, BMI, hemoglobin A1c, low-density lipoprotein, total cholesterol, and systolic and diastolic blood pressure. Post hoc pairwise comparisons revealed significant improvements in hemoglobin A1c (mean difference [Mdiff]=-0.14, P=.008), high-density lipoprotein (Mdiff=+2.14, P<.001), and total cholesterol (Mdiff=-11.45, P<.001) for employees in the Active Coaching group between 2021 and 2022, with the other 2 groups reporting deteriorations in multiple health outcomes throughout the 2 time points. At follow-up, those who received active coaching between 2021 and 2022 reported significantly lower body weight (P<.001), BMI (P=.001), low-density lipoprotein (P=.045), and total cholesterol (P<.001) than the No Coaching group. This study demonstrates real-world outcomes and implications supporting the use of workplace digital behavioral coaching in improving employee health status. Given the rising burden of NCDs in the Southeast Asian region, our findings underscore the role that workplace digital health interventions can play in preventing and managing chronic disease risk factors.

Impact of career development, job insecurity, and tech awareness on the quiet quitting of hospitality employees in Indonesia

Employee performance is one of the main drivers for company development. However, there is an emergence of quiet quitting behavior, which many Generation Z workers experience. This behavior is detrimental to the company because it affects employee performance. The objective of this study is to analyze the influence of perceptions of career development opportunities, job insecurity, and awareness of intelligent technology on quiet quitting and its correlation with work performance, especially in Generation Z in Jakarta, Indonesia. This paper adopts an explanatory research design to elucidate the causal relationships between these variables using quantitative methods. Stratified random sampling was used to ensure representative data. Questionnaires were distributed to 289 hotel employees in Jakarta, capturing diverse perspectives across various job roles and departments. The data were analyzed using SmartPLS. The results showed a significant negative relationship between perceived career development opportunities and quiet quitting behavior. A positive and significant relationship exists between job insecurity and quiet quitting behavior. The study identifies a positive correlation between awareness of smart technology and quiet quitting behavior. Additionally, the paper reveals a significant negative relationship between quiet quitting behavior and employee performance. Perceived career development opportunities significantly reduce quiet quitting behavior, while job insecurity and awareness of smart technology increase it. Quiet quitting behavior, in turn, significantly negatively impacts employee performance. Organizations can develop targeted strategies to reduce this behavior by understanding the factors influencing quiet quitting.

Pengaruh Kompensasi dan Kepuasan Kerja Terhadap Turnover Intention PT. Renesola Distribusi Indonesia

The aim of this research is to determine the problem of increasing turnover intention at PT. Renesola Distribution Indonesia. This research tries to analyze and determine how compensation and job satisfaction can be related to the increase of turnover intention of PT Renesola Distribution Indonesia employees. The data used in this research was obtained with purposive sampling method directed from PT. Renesola Distribution Indonesia production division worker class with a total of 50 employees, which the sample selection criteria is the same amount of compensation. The data method used is multiple linear regression using IBM SPSS 27. Data collection was carried out by distributing questionnaires to the company employees. The results of this research show that the variables compensation and job satisfaction simultaneously have a negative effect on the employes turnover intention of PT Renesola Distribution Indonesia. The Compensation variable partially has a significant negative influence on employes turnover intention of PT Renesola Distribution Indonesia The partial job satisfaction variable has a significant negative influence on employes turnover intention of PT Renesola Distribution Indonesia.

The Influence of Work Discipline, Organizational Culture, Quality of Work Life, and Work Motivation on Job Satisfaction (Study of SL Corp Indonesia Employees in the Purwokerto Area)

This research aims to determine the influence of work discipline, organizational culture, quality of work life, and work motivation on job satisfaction among SL Corp employees. Using Quantitative Methods with a population of 154 employees and a sample of 111 employees. Questionnaires were distributed in March-May. This research includes descriptive statistics, reliability, and basic assumptions: normality, multicollinearity, and heteroscedasticity. Model feasibility, multiple linear regression test, partial, and coefficient of determination R2 using the SPSS 26 analysis tool. The results of the analysis show that work discipline, organizational culture, and quality of work life have no effect on job satisfaction. Meanwhile, work motivation has a significant positive effect on job satisfaction and has important implications in managing human resources and increasing satisfaction among SL Corp employees.

The impact of work-life balance, work safety, and workload on employee retention in Indonesia's port industry

The purpose of this study is to examine how employee retention in Indonesian ports is impacted by workload, work-life balance, and safety. The study makes use of primary data and a quantitative methodology. The study's 200 participants are Pelabuhan Indonesia employees. Saturated samples, or sampling strategies that use the entire population as a sample, are the method used in this study. Questionnaires are used to collect data. According to the study's findings, (1) workload is somewhat positively correlated with employee retention (tcalculate &gt; ttable), meaning that (3.261 &gt; 1.65259), with a significance level of 0.01. (2) With a significance level of 0.012, partial work balance has a positive impact on employee retention (tcount &gt; ttable), resulting in (2.533 &gt; 1.6529). (3) There is a partial positive relationship between work safety and employee retention (tcalculate &gt; ttable), resulting in (2.414 &gt; 1.6529) with a significance level of 0.017. (4) Employee retention (Fhitung&gt;Ftabel), or (10.261 &gt; 3.04), is influenced (simultaneously) by workload, work balance, and work safety, with a significance level of 0.000 &lt; 0.05. Based on the research findings, it can be inferred that the workload variable positively affects employee retention in the Port of Indonesia company, as does work balance

The Role of Psychological Empowerment in Mediating the Relationships between Flexible Working Arrangements and Innovative Work Behavior

In today's dynamic work environment, the rise of flexible working arrangements and psychological empowerment has sparked a keen fascination with exploring how these new approaches drive employee innovation. This study examines the role of psychological empowerment in mediating the relationship between flexible work arrangements and innovative work behavior. A quantitative approach was used with a cross-functional method. A total of 255 employees in Indonesia took part in the research by filling in instruments via Google Forms. The convenience sampling technique was implemented in this study, focusing on those with at least one year of experience in organizations with hybrid or flexible work designs. Data were analysed using SMART PLS 4.0. The results showed that psychological empowerment fully mediated the relationship between flexible work arrangements and innovative work behavior. These findings suggest that organizations should focus on designing flexible work arrangements that encourage psychological empowerment in individuals, which may ultimately lead to increased innovative work behavior.

Pengaruh Kesadaran Pajak dan Pengetahuan Pajak terhadap Kepatuhan Wajib Pajak pada Karyawan PT Surveyor Indonesia

This research aims to determine the influence of tax awareness and tax knowledge on taxpayer compliance of PT Surveyor Indonesia employees. This research uses quantitative methods with a sample of 98 respondents. The results of this research indicate that tax awareness has a significant influence on taxpayer compliance of PT Surveyor Indonesia employees. Tax knowledge has a significant positive influence on taxpayer compliance of PT Surveyor Indonesia employees. Tax awareness and tax knowledge, both together and individually, have a significant positive effect on taxpayer compliance of PT Surveyor Indonesia employees.

Religiosity, ethical leadership and local wisdom in moderating the effect of fraud risk management on asset misappropriation: evidence from local government in Indonesia

Purpose This study aims to examine the effects of religiosity, ethical leadership and local wisdom on the relationship between fraud risk management and asset misappropriation in Indonesia. Design/methodology/approach Data were collected using a set of questionnaire surveys administered to the head office, local government internal auditors (inspectorate) and local government employees in Indonesia. Sample selection used purposive techniques and obtained 151 respondents who became research data. The dependent variable was asset misappropriation. The independent variable was fraud risk management. The moderating variables for this study were religiosity, leader ethics and local wisdom. The analysis technique applied the structural equation model-partial least square (SEM-PLS). Findings Fraud risk management has a significant negative effect on asset misappropriation. In addition, this study finds evidence that religiosity, ethical leadership and local wisdom increase fraud risk management against asset misappropriation. Research limitations/implications This study proposes an integrative model that enables local governments to understand fraud risk management. By integrating religiosity, ethical leadership and local wisdom, managers can design strategies to prevent asset misappropriation. Originality/value This research has the advantage of proposing an integrative model for mitigating asset misappropriation. Research on asset misappropriation is limited. Therefore, this study provides insights into fraud risk management, particularly in Indonesia’s local governments. In addition, this study adds ethical aspects such as religiosity, leadership and local wisdom to complement the weaknesses of fraud risk management and reduce the potential for asset misappropriation.

Pengaruh Kesadaran Pajak dan Pengetahuan Pajak Terhadap Kepatuhan Wajib Pajak pada Karyawan PT Surveyor Indonesia

This research aims to determine the influence of tax awareness and tax knowledge on taxpayer compliance of PT Surveyor Indonesia employees. This research uses quantitative methods with a sample of 98 respondents. The results of this research indicate that tax awareness has a significant influence on taxpayer compliance of PT Surveyor Indonesia employees. Tax knowledge has a significant positive influence on taxpayer compliance of PT Surveyor Indonesia employees. Tax awareness and tax knowledge, both together and individually, have a significant positive effect on taxpayer compliance of PT Surveyor Indonesia employees.

The Sources and Effects of Retirement Planning: An Empirical Study of Sandwich-Generation Employees in Indonesia

The Sources and Effects of Retirement Planning: An Empirical Study of Sandwich-Generation Employees in Indonesia

Sense of Calling and Job Crafting: A Test of Mediating and Moderating Effects

This research aims to explore the influence of the sense of calling on job crafting by looking at the mediating variables of occupational self-efficacy and career commitment, as well as the moderating effect of job autonomy. By involving 264 employees in Indonesia, this research used a quantitative approach with the convenience sampling method and PLS-SEM analysis techniques to test the formulated hypotheses. Of the nine hypotheses, this study supported seven hypotheses. This study found partial mediation in the mediating effect of occupational self-efficacy and career commitment. However, the moderating relationship in this research shows opposing results that job autonomy will weaken the relationship between career commitment and job crafting. Future research hopefully will be able to look further into the impact of job autonomy to provide a better explanation regarding the phenomena of job autonomy and job crafting, which, until now, various studies have still focused on the positive effects of both.

Role of Human Capital, Motivation, and Supervisor Sponsorship in Predicting Career Success in the Perspective of Employees in Indonesia

Role of Human Capital, Motivation, and Supervisor Sponsorship in Predicting Career Success in the Perspective of Employees in Indonesia

Readiness to change in Islamic banking: the significance of adaptability and Islamic work ethics

Purpose This paper aims to investigate Islamic work ethics and adaptability towards change readiness of Islamic Bank employees in Indonesia with commitment as a mediating variable. This study focuses on the Sharia banking industry, which is facing transformation from Sharia business units to Sharia commercial banks by preparing its human resources, thus minimizing resistance. Design/methodology/approach This study is based on a survey of 135 Bank Syariah Indonesia employees via an online questionnaire. PLS-SEM is used to analyze data and test hypotheses using SMART-PLS. Findings The results of the study show that adaptability does not have a positive and significant effect on readiness for change in Indonesian Sharia banks and organizational commitment. Meanwhile, Islamic work ethics have a positive and significant effect on the change readiness of Islamic bank employees in Indonesia as well as organizational commitment. This study also found that organizational commitment mediates the impact of Islamic work ethics on the change readiness of Islamic bank employees in Indonesia. Research limitations/implications This research uses a sample of employees at Sharia commercial banks (BUS) in Indonesia, so it is still limited to certain types of banks. Future research needs to test the model in different contexts, such as banks that still have Sharia business unit (UUS) status. In addition, further research needs to use other variables such as leader support for transformational change readiness. Future research also needs to control more variables and use a more complex scale than a binary scale (e.g. percentage of share ownership or area within a province or district/city). This study recommends that employee change readiness is very necessary to avoid resistance and resistance to the transformation and acceleration of Sharia banking in Indonesia. Originality/value This research looks at employee readiness for change in Indonesian Sharia banks through the lens of adaptability Islamic work ethics and organizational commitment.