Journal of Management and Administration Provision

The Effect of Work-Life Balance on Organizational Citizenship Behavior (OCB) with Organizational Commitment as A Mediation Variable: A Study at PT. Semen Padang

Khairani Alya Niktarisya, Hendrik Heri Sandi — Tue, 14 Apr 2026 00:00:00 +0700

Organizations are required to effectively manage human resources to improve performance and sustainability. One behavior that supports organizational effectiveness is Organizational Citizenship Behavior (OCB). This study aims to analyze the effect of Work-Life Balance on Organizational Citizenship Behavior with Organizational Commitment as a mediating variable among employees of PT Semen Padang. This research uses a quantitative approach with a causal associative design. Data were collected through questionnaires distributed to 127 employees of PT Semen Padang. The data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS 4. The results show that Work-Life Balance has a positive and significant effect on Organizational Citizenship Behavior. Work-Life Balance also positively influences Organizational Commitment, and Organizational Commitment significantly affects Organizational Citizenship Behavior. Furthermore, Organizational Commitment is proven to mediate the relationship between Work-Life Balance and Organizational Citizenship Behavior. These findings indicate that better work-life balance increases employees' organizational commitment and encourages voluntary work behaviors that support organizational effectiveness.

The Effect of Transformational Leadership Style, Organizational Culture, And Compensation on Employee Performance at PT. Würth Indonesia, Makassar Branch

Chaerul Akbar Arham, Nurmadhani Fitri Suyuthi, Wahyu — Tue, 14 Apr 2026 00:00:00 +0700

The purpose of the study is to examine the role of transformational leadership style, organizational culture, and compensation in solving the employee performance at PT Würth Indonesia Makassar branch. A quantitative approach in the process of conducting this research was applied where 40 employees were involved as a sample. The questionnaire is used to collect the data that is subsequently analysed with the assistance of SPSS (Statistical Product and Service Solution) program version 22. It has been found that: (1) Transformational leadership styles significantly influence positively the performance of the employees with t count 2, 086 greater than t table 1,688, and significant at p-value of less than 0.05. (2) It also has a positive substantial impact on the organizational culture and the t count 2,270> t table 1,688 and the p-value is less than 0.05. (3) The positive and significant effect of compensation on employee performance is indicated with t count 3,237 is more than t table 1,688 and p-value less than 0.05. (4) All three variables have a positive and significant contribution to the employee performance, with F count 9,793 > F table 2,866 and p-value < 0.05, and a determination coefficient of 0.449 showing that all three variables make a contribution to the improvement of employee performance by 44.9. Such findings provide an insight to the management whereby; employee performance can be enhanced by developing leadership styles and good organizational culture and application of a fair system of compensation. It is also a recommendation of this research that further research be conducted using mixed methods (mixed methods) in order to have a more holistic picture.

The Effect of Digital Service Quality on Customer Loyalty of the Terandam Pawnshop Branch in Padang City with Satisfaction as a Mediation Variable

Ory Febrian Samta, Vidyarini Dwita — Tue, 14 Apr 2026 00:00:00 +0700

The rapid development of information technology in the Industrial Revolution 4.0 era has transformed financial transaction patterns and accelerated the adoption of digital financial services in Indonesia. However, various technical problems and user complaints indicate that the quality of digital services still needs improvement. This study aims to analyze the effect of digital service quality on customer loyalty with customer satisfaction as a mediating variable at Pegadaian Terandam Branch in Padang City. This study employed a quantitative causal research design. Data were collected from 110 Pegadaian customers who had experience using digital services through questionnaires distributed using purposive sampling techniques. The research variables consisted of digital service quality as the independent variable, customer loyalty as the dependent variable, and customer satisfaction as the mediating variable. Data were analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS) with SmartPLS software. The results show that digital service quality has a positive and significant effect on customer satisfaction and customer loyalty. Customer satisfaction also has a significant positive effect on customer loyalty. Furthermore, customer satisfaction significantly mediates the relationship between digital service quality and customer loyalty. These findings indicate that improving the accessibility, security, responsiveness, and reliability of digital services can enhance customer satisfaction and strengthen loyalty toward Pegadaian. Digital service quality plays a crucial role in building customer loyalty, both directly and indirectly through customer satisfaction. Therefore, improving digital service performance is essential to strengthen customer trust and sustain long-term loyalty in the digital financial service sector.

Analysis of the Effect of Job Evaluation, Workload and Competence on Employee Performance of PT Pelindo Jasa Maritim Region 4 Makassar Area

Franklin Joy Agabus, A. Nur Insani, Nurmadhani Fitri Syuthi — Tue, 14 Apr 2026 00:00:00 +0700

This research aims to investigate how the following variables contribute to employee performance in PT Pelindo Jasa Maritim Region 4 in Makassar: job evaluation, workload and competence. The research design utilized was a quantitative and associative research design. The sample was comprised of 67 employees of PT Pelindo Jasa Maritim Region 4. Analysis Data were analyzed with multiple linear regression with SPSS. The results show that job evaluation, workload, and competence have partially positive and statistically significant influence on the performance of the employees. Of all the variables, competence was the most significant predictor of performance. These three variables combined together explain 74.4 percent of the variance in employee performance, with the remaining 25.6 percent explained by other factors that were not considered in this study.

The Effect of 360° Performance Appraisal on Employees Intention to Stay with Career Development as a Mediating Variable: Evidence from a Teaching Hospital in Depok City

Latyfa Cania Armys, Hendrik Heri Sandi — Tue, 14 Apr 2026 00:00:00 +0700

Human resources are a crucial element in ensuring the sustainability and quality of healthcare services. In hospitals, maintaining Employee Intention to Stay is important to support service continuity and organizational stability. However, high work pressure and limited career development opportunities may reduce employees’ intention to remain in the organization. This study aims to examine the effect of 360° performance appraisal on Employee Intention to Stay with career development as a mediating variable at a teaching hospital in Depok City. This study employed a quantitative causal research design. Data were collected through questionnaires distributed to 180 employees. The data were analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS) with SmartPLS 3.2.9. The results indicate that 360° performance appraisal does not have a significant direct effect on Employee Intention to Stay. However, 360° performance appraisal has a significant positive effect on career development, and career development significantly influences Employee Intention to Stay. Furthermore, career development mediates the relationship between 360° performance appraisal and Employee Intention to Stay. These findings suggest that the effectiveness of performance appraisal influences Employee Intention to Stay indirectly through career development within the organization.