Akhmad Darmawan

Participative leadership is an important approach to improving employee job satisfaction in the manufacturing sector, which has high work demands and a dynamic work environment. This study aims to analyze the effect of participative leadership on job satisfaction, with psychological empowerment and work engagement as mediating variables, among employees of PT Jagat Karya Putra Indonesia. The study used a quantitative approach with a replication design from the Fatoki (2023) research model. The study population consisted of 523 employees, with a sample of 226 respondents selected using purposive sampling. Data were collected through questionnaires and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM The results of the study show that participative leadership has a positive and significant effect on job satisfaction, psychological empowerment, and work engagement. In addition, psychological empowerment and work engagement were also proven to have a positive effect on job satisfaction and were able to mediate the relationship between participative leadership and job satisfaction. This research provides theoretical implications in the development of Social Exchange Theory and Job Demands-Resources Theory, as well as practical implications for companies to implement a participatory leadership style to increase employee job satisfaction.

This study investigates the growing role of generative AI tools, particularly ChatGPT, in the context of Indonesian SMEs, with a focus on their influence on SMEs values, employee perceptions, and organizational practices. Adopting a mixed-methods approach, the study combines a literature review, two industry workshops, and a survey involving 52 professionals from various sectors. The analysis integrates thematic interpretation of qualitative data with an exploratory quantitative assessment. The findings reveal that 74% of respondents reported mixed or negative attitudes toward AI adoption, mainly due to concerns related to job security and data privacy, even though many acknowledged its potential to enhance productivity and support business automation. Furthermore, 42% of participants perceived positive changes in corporate values following the introduction of AI tools, while strong agreement emerged regarding the usefulness of generative AI in business planning, monitoring and control, and organizational integration. Although several statistically significant relationships were identified, including differences in AI use across types of organizations and work functions, these results should be interpreted cautiously because of the limited sample size. Overall, the findings underscore the need for Indonesian SMEs to balance the efficiency gains offered by generative AI with ethical considerations, human supervision, and targeted capability development. This study contributes to the growing discussion on digital transformation by offering early empirical evidence on how generative AI is beginning to reshape managerial practices, employee responses, and organizational culture within SMEs in Indonesia.

Penelitian ini bertujuan untuk menganalisis pengaruh loyalitas karyawan, disiplin kerja, motivasi intrinsik dan efikasi diri terhadap kinerja karyawan di PT. Hyup Sung Indonesia. Dalam kajian ini sampel yang dipergunakan ialah probability sampling dengan menggunakan metode simple random sampling. Penelitian ini menerapkan metode kuantitatif dengan metode survei melalui penyebaran Kuesioner kepada 106 karyawan PT. Hyup Sung Indonesia. Data dianalisis dengan menggunakan PLS-SEM untuk menguji validitas, reliabilitas dan hubungan antar variabel. Hasil penelitian menunjukan bahwa loyalitas karyawan, motivasi intrinsik dan efikasi diri berpengaruh positif signifikan sedangkan disiplin kerja tidak berpengaruh signifikan. Temuan ini mengindikasi bahwa faktor loyalitas, motivasi intrinsik dan efikasi diri memiliki peranan penting dalam meningkatkan kinerja karyawan.

This study aims to analyze the influence of work-life balance, organizational culture, and emotional intelligence on employee performance, with job satisfaction as an intervening variable. The study was conducted on employees of the Department of Education and Culture of Cilacap Regency. A quantitative approach was employed, using a survey method through the distribution of questionnaires. The population consisted of 120 employees, all of whom were selected as samples using a saturated sampling technique combined with purposive sampling. The data were analyzed using Structural Equation Modeling (SEM) based on Partial Least Squares (PLS). The results of the study indicate that work-life balance, organizational culture, and emotional intelligence have a positive and significant effect on job satisfaction. Job satisfaction, in turn, has a significant positive effect on employee performance. Moreover, job satisfaction is proven to significantly mediate the relationship between the three independent variables and employee performance. Enhancing work-life balance, strengthening a positive organizational culture, and developing employees' emotional intelligence can improve job satisfaction, ultimately leading to better employee performance. These findings highlight the importance of creating a balanced work environment, fostering a supportive organizational culture, and developing emotional intelligence to improve employee performance at the Department of Education and Culture of Cilacap Regency. This research is expected to contribute to the development of human resource management in government institutions

This study analyzes the effect of compensation and procedural justice on job satisfaction with work motivation as a mediating variable in production employees of PT Royal Korindah Purbalingga. This research uses a quantitative approach with stratified random sampling method. The population amounted to 474 employees, the research sample amounted to 106 employees. Data were analyzed using the Structural Equation Modeling-Partial Least Squares (SEM-PLS) method. The results showed that compensation and procedural justice had a positive and significant effect on job satisfaction and work motivation, work motivation had no significant effect on job satisfaction, work motivation did not mediate the relationship between compensation and procedural justice on job satisfaction. These findings fill the theoretical gap by confirming that the effect of compensation and procedural justice on job satisfaction is not through the mediation path of work motivation.

This study aims to analyze the effect of OCB, Job Embeddedness on Job Satisfaction, with Organizational Commitment as an intervening variable in employees of PT KAI (Persero) Daop 5 Purwokerto. This study uses a quantitative approach with a population of 150 employees and a sample size of 110 respondents. Sampling was done by accidental sampling. The data were analyzed using path analysis with the help of the SmartPLS 4.0 application. The results showed that OCB has a positive and significant effect on Job Satisfaction, Job Embeddedness has no significant effect on Job Satisfaction, OCB has no significant effect on Organizational Commitment, Job Embeddedness has a positive and significant effect on Organizational Commitment, Organizational Commitment has a negative and significant effect on Job Satisfaction, Organizational Commitment mediates the effect of Job Embeddedness on Job Satisfaction. However, it does not mediate the effect of OCB on Job Satisfaction.

The performance of health workers plays an important role in determining the quality of service. This study examines the influence of workload, work environment, and motivation on employee performance with job satisfaction as a mediating variable. Of the 22 health centers in Tasikmalaya City, four were selected as samples using simple random sampling technique. Analysis was conducted using SEM-PLS. The results show that workload and motivation have a positive and significant effect on performance, both directly and through job satisfaction. The work environment has no significant effect on performance, either directly or indirectly.

This study aims to analyze the influence of compensation and work environment on turnover intention with job satisfaction as a mediating variable among employees of PT Mitra Prasmitha Selaras. This research method uses a quantitative method. With the method of simple random sampling. The population in this study consists of production employees at PT. Mitra Prasmita Selaras, totaling 306 employees, calculated using the Slovin formula. Data analysis used SEM-PLS. The results of this study indicate that compensation and work environment do not have a significant effect on turnover intention. Job satisfaction has a negative and significant effect on turnover intention, compensation and work environment have a positive and significant effect on job satisfaction, and additionally, compensation and work environment have a negative and significant effect on turnover intention with job satisfaction as a mediator.