Journal Title Jurnal Ilmu Manajemen (JIM) E-ISSN 2549-192X DOI Prefix 10.26740 Editor in Chief Nunik Dwi Kusumawati., S.M., M.SM. Publisher Universitas Negeri Surabaya Frequency March, June, September, December Citation Analysis SINTA | Google Scholar | Garuda | Dimensions 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) TERAKREDITASI PERINGKAT 2 berdasarkan Keputusan Direktur Jenderal Penguatan Riset dan Pengembangan Kementerian Riset, Teknologi dan Pendidikan Tinggi Republik Indonesia. Akreditasi berlaku selama lima tahun, yaitu Volume 13 Nomor 1 Tahun 2025 sampai Volume 17 Nomor 2 Tahun 2029. Journal Title Jurnal Ilmu Manajemen (JIM) E-ISSN 2549-192X DOI Prefix 10.26740 Editor in Chief Nunik Dwi Kusumawati., S.M., M.SM. Publisher Universitas Negeri Surabaya Frequency March, June, September, December Citation Analysis SINTA | Google Scholar | Garuda | Dimensions 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) TERAKREDITASI PERINGKAT 2 berdasarkan Keputusan Direktur Jenderal Penguatan Riset dan Pengembangan Kementerian Riset, Teknologi dan Pendidikan Tinggi Republik Indonesia. Akreditasi berlaku selama lima tahun, yaitu Volume 13 Nomor 1 Tahun 2025 sampai Volume 17 Nomor 2 Tahun 2029.
Pengaruh innovative human resource practices dan innovation capabilities terhadap kinerja UMKM food & beverage di Kota Bogor melalui competitive advantage sebagai variabel mediasi
This study aims to analyze the influence of Innovation in Human Resource Practice and Innovation Capabilities This study examines how Innovative Human Resource Practices (IHRPs) and Innovation Capabilities contribute to the performance of Food and Beverage SMEs in Bogor City through Competitive Advantage. The specific gap concerns how these two internal resources and capabilities are translated into performance, as prior research has commonly positioned them in a sequential relationship rather than as parallel antecedents of Competitive Advantage and performance. A quantitative explanatory design with a cross-sectional approach was employed. Data were collected from 100 SME owners or managers selected through purposive sampling and analyzed using PLS-SEM with SmartPLS 4. The direct effects show that Competitive Advantage had the strongest effect on SME performance (β = 0.386), followed by Innovation Capabilities (β = 0.346) and IHRPs (β = 0.212). Both IHRPs and Innovation Capabilities also significantly strengthened Competitive Advantage. More importantly, Competitive Advantage partially mediated the effects of IHRPs (β = 0.145) and Innovation Capabilities (β = 0.159) on SME performance, indicating complementary direct and indirect pathways. The study contributes by positioning IHRPs and Innovation Capabilities as parallel internal antecedents and identifying Competitive Advantage as their shared conversion mechanism. These findings clarify how internal resources and capabilities are transformed into stronger business performance by first being translated into a distinctive competitive position.
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Peran kepuasan kerja dalam pengaruh struktur dan budaya organisasi terhadap kinerja tenaga kependidikan
The transformation of higher education institutions into public universities with legal entity status has driven changes in organizational governance that demand greater professionalism and performance from faculty members. This study offers a unique approach by integrating organizational structure and organizational culture into a single research model that examines employee performance through job satisfaction as a mediating variable. This study aims to analyze the influence of organizational structure and organizational culture on employee performance through job satisfaction. This study employs a quantitative approach using a survey method. The study population consists of academic staff at the university’s central office in Malang, with a sample of 201 respondents selected using random sampling techniques. Data were collected via a questionnaire that had passed validity and reliability tests, then analyzed using Structural Equation Modeling (SEM) based on Partial Least Squares (PLS). The results indicate that organizational structure and organizational culture have a positive and significant effect on job satisfaction. Organizational structure has a positive but insignificant effect on employee performance, while organizational culture and job satisfaction have positive and significant effects on employee performance. Furthermore, job satisfaction was found to act as a mediator in the relationship between organizational structure and organizational culture and employee performance. This study highlights the importance of strengthening an adaptive organizational structure and a supportive organizational culture in order to sustainably improve job satisfaction and the performance of educational staff.
Peran employee engagement sebagai variabel mediasi: Pengaruh pendidikan dan pelatihan (Diklat) dan employer branding terhadap kinerja karyawan
This study was motivated by a decline in employee productivity, reflected in a drop in revenue per full-time equivalent (FTE) from USD 1.62 million in 2023 to USD 1.44 million in 2024, alongside an increase in employee costs per FTE from USD 176,000 to USD 212,000. Consequently, this study analyzes the mediating role of employee engagement in the relationship between education and training programs, employer branding, and employee performance within an oil and gas company. A quantitative approach was employed, utilizing primary data collected through observation, interviews, and questionnaires distributed to 89 employees of the oil and gas company. The variables examined included education and training, employer branding, employee engagement, and employee performance; hypotheses were tested using the SEM-PLS method with SmartPLS 4.0 software. The findings indicate that education and training, employer branding, and employee engagement all have a positive effect on employee performance; furthermore, education and training and employer branding positively influence employee engagement. The study also reveals that employee engagement positively and significantly mediates the impact of education and training and employer branding on employee performance. These results suggest that enhancing employee performance within the company depends not only on competency development and corporate image but also on the extent to which these factors translate into psychological attachment and work dedication among employees.
Efficiency as the Missing Link: Exploring How ESG Practices Shape Cash Holding Decisions
This study examines the relationship between environmental, social, and governance (ESG) performance and corporate cash holdings by investigating the mediating role of firm efficiency among Indonesian non-financial firms from 2018 through 2022. Using 405 firm-year observations and a mediation-based panel regression analysis, we address the ongoing debate regarding whether ESG practices reduce or increase firms’ incentives to retain cash. The findings reveal that, while ESG performance does not directly affect corporate cash holdings, it significantly improves firm efficiency, and this improvement subsequently has a significant positive effect on cash holdings, indicating full mediation. Thus, ESG practices indirectly influence corporate liquidity policy by enhancing operational capability rather than solely through direct governance effects. More importantly, the positive relationship between firm efficiency and cash holdings indicates that operationally efficient firms tend to maintain large cash reserves as a form of strategic financial flexibility, so these cash reserves are not necessarily evidence of agency problems or inefficient resource allocation. In the context of emerging markets such as Indonesia’s, where external financing conditions remain relatively costly and volatile, efficient firms may intentionally accumulate cash to support sustainability investments, maintain resilience, and mitigate future financing constraints. This study contributes to the ESG-finance literature by highlighting the role of firm efficiency as an important transmission mechanism linking ESG practices and corporate liquidity policy, and it also provides evidence that cash holdings in emerging markets may reflect strategic preparedness and internal financing capacity rather than managerial opportunism.
Studi pengaruh work-life balance dan job hopping pada generasi Z: Affective commitment menjadi variabel pemediasi
This study aims to analyze the effect of work-life balance on job hopping, mediated by affective commitment, among Generation Z in Surabaya. This study employs a quantitative approach using a survey method. The study population consists of Generation Z employees working in Surabaya. The sampling technique used was purposive sampling, with a sample size of 146 respondents. Data were analyzed using Partial Least Squares-Structural Equation Modeling (PLS-SEM). The results indicate that work-life balance has a negative and significant effect on job hopping. Additionally, work-life balance has a positive and significant effect on affective commitment. Furthermore, affective commitment has a negative and significant effect on job hopping. The research results also demonstrate that affective commitment mediates the effect of work-life balance on job hopping among Generation Z. These findings are expected to provide theoretical contributions to the development of organizational behavior studies as well as practical contributions to human resource management in retaining young talent in the modern era.