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All Journal Jurnal Pamator : Jurnal Ilmiah Universitas Trunojoyo Madura Ilomata International Journal of Management Ilomata International Journal of Management
Aris Budiono
ASA Indonesia University
Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Social Sciences

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Unlocking Work Engagement: How Leadership and Total Rewards Impact Employee Work Engagement Through the Mediating Role of Service Climate in Supply Chain and Logistic Company in Indonesia Indra Fahrizal; Budi Santoso; Aris Budiono
Jurnal Pamator : Jurnal Ilmiah Universitas Trunojoyo Vol 16, No 2: April - June 2023
Publisher : LPPM Universitas Trunojoyo Madura

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21107/pamator.v16i2.19791

Abstract

Although the supply chain and logistics sector in Indonesia is developing very well and contributes very significantly to the Indonesian economy, which is about 25% of Indonesia's total GDP (World Bank 2018), the industry is very competitive. To survive in this sector, companies must be able to compete through price, service quality, and product innovation. Work engagement can help employees remain focused, motivated, and productive in such a fast-paced and complex environment. The focus of this research is to confirm the effect of leadership, rewards, and service climate on work engagement and the mediating effect of service climate on work engagement. The sample of this study consists of 287 respondents who work in various divisions and branches of a logistics company in Jakarta, metropolitan Indonesia. The data is analyzed using the Smart PLS version 3.0 application. All of the research hypotheses were accepted, there for Leadership practices have a positive and significant effect on work engagement and service climate, Total Rewards have a positive and significant effect on service climate and work engagement, and Service Climate mediates the effect of Leadership practices and Total Reward on work engagement. It is expected the research findings can be used by the company to understand and improve their service delivery processes, enhance employee engagement and satisfaction, and ultimately increase customer satisfaction and loyalty, which are critical factors to survive in a competitive market.
Performance Analysis by Organizational Culture and Motivation as Mediation, Influenced by Work Environment and Training Aris Budiono; Indra Fahrizal
Ilomata International Journal of Management Vol 4 No 3 (2023): July 2023
Publisher : Yayasan Ilomata

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52728/ijjm.v4i3.752

Abstract

This research aims to confirm the effect of Work Environment and Training as exogenous variables by using Organizational Culture and Motivation as intervening variables on Performance. The quantitative method with three substructures is used. The population consists of 190 employees, 130 of which are researched using the Morgan table and 30 respondents are assigned to measure the validity and reliability. The results of this study reveal: work environment and training affect the variables of Organizational Culture, Motivation, and Performance; Training affects Organizational Culture and Motivation but not Performance variables; Organizational Culture Affects Performance, and Motivation does not affect Performance. Indirect effects: work environment variables affect Performance through organizational culture variables but do not affect Performance through Motivation. Training variables affect Performance through Organizational Culture but do not affect Performance through Motivation.
Performance Analysis by Organizational Culture and Motivation as Mediation, Influenced by Work Environment and Training Aris Budiono; Indra Fahrizal
Ilomata International Journal of Management Vol 4 No 3 (2023): July 2023
Publisher : Yayasan Ilomata

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52728/ijjm.v4i3.752

Abstract

This research aims to confirm the effect of Work Environment and Training as exogenous variables by using Organizational Culture and Motivation as intervening variables on Performance. The quantitative method with three substructures is used. The population consists of 190 employees, 130 of which are researched using the Morgan table and 30 respondents are assigned to measure the validity and reliability. The results of this study reveal: work environment and training affect the variables of Organizational Culture, Motivation, and Performance; Training affects Organizational Culture and Motivation but not Performance variables; Organizational Culture Affects Performance, and Motivation does not affect Performance. Indirect effects: work environment variables affect Performance through organizational culture variables but do not affect Performance through Motivation. Training variables affect Performance through Organizational Culture but do not affect Performance through Motivation.
Co-Authors Budi Santoso Indra Fahrizal