Jurnal Daya Saing

PENGARUH BEBAN KERJA, STRES KERJA, DAN WORK-LIFE BALANCE TERHADAP KINERJA KARYAWAN PADA RUMAH MAKAN KARYAWAN RM ABAH HARJA BANDUNG

2026-08-13T15:29:11+07:00

This study aims to analyze the effect of workload, work stress, and work-life balance on employee performance at RM Abah Harja Bandung. This research employed a quantitative approach involving 96 employees as respondents. Data were collected via a questionnaire with a five-point Likert scale and analyzed in SPSS using validity and reliability tests, partial significance testing (t-test), simultaneous significance testing (F-test), and the coefficient of determination. The results indicate that all research instruments were valid and reliable. Partially, workload and work stress had a negative and significant effect on employee performance, whereas work-life balance had a positive and significant effect. Simultaneously, workload, work stress, and work-life balance had a significant effect on employee performance, as indicated by an F-value of 47.860 and a significance value of 0.000. The R-square value of 0.609 indicates that the three independent variables explain 60.9% of the variation in employee performance, with the remaining 39.1% attributable to other factors outside the research model. These findings highlight the importance of managing workload and work stress while promoting work-life balance to support improved employee performance.

Keywords: Workload, Work Stress, Work-Life Balance, Employee Performance

STRATEGI PENGEMBANGAN BISNIS OPII KOPI MEMANFAATKAN ANALISIS SWOT (IFAS DAN EFAS) SERTA LEAN CANVAS

2026-08-11T08:39:20+07:00

OPII KOPI is one of the Micro, Small, and Medium Enterprises (MSMEs) in the coffee beverage sector located in Pontianak, West Kalimantan, which faces increasingly intense business competition challenges. This study aims to formulate a business development strategy for OPII KOPI by utilizing SWOT analysis (IFAS and EFAS) and Lean Canvas. The research method used is qualitative descriptive with a case study approach, where data collection was conducted through interviews, observation, and documentation. The results show that based on the Lean Canvas analysis, OPII KOPI already has nine business elements; however, there are still major problems such as inconsistency in raw materials, suboptimal promotion, limited menu variations, and minimal utilization of digital technology. The IFAS analysis resulted in a total score of 2.95, indicating a strong internal position, with the greatest strengths being premium raw materials (0.80) and strategic location (0.60), while the greatest weakness was inconsistency in raw materials (0.24). The EFAS analysis resulted in a total score of 2.93, indicating a good ability to respond to external factors, with the greatest opportunity being the increasing public interest in coffee (0.72) and the greatest threat being the emergence of many new competitors (0.45). OPII KOPI's strategic position is in Quadrant I (Aggressive Strategy) with an internal factor difference of 1.65 and an external factor difference of 0.59. The recommended development strategies include SO strategies (optimizing coffee quality, utilizing strategic location, using social media for marketing, loyalty programs, and government support), WO strategies (raw material consistency training, adding menu variations, optimizing social media and online services, collaborating with online delivery services, and improving financial management), ST strategies (maintaining premium quality as a differentiator, strategic location as a competitive advantage, maintaining good relationships with customers, and building a strong brand image), and WT strategies (product innovation, increasing social media promotion, determining permanent suppliers, and product diversification). This research is expected to serve as a reference for other MSMEs in formulating more structured and effective business development strategies by utilizing SWOT analysis and Lean Canvas

PENGARUH MOTIVASI KERJA, SISTEM PROMOSI, DAN KOMPETENSI TERHADAP PENGEMBANGAN KARIR KARYAWAN

2026-08-11T15:36:42+07:00

Career advancement for hotel staff rarely hinges on a single factor, and this study was built around that premise, asking what role work motivation, the promotion system, and employee competency each play in shaping career outcomes at Holiday Inn Bandung Pasteur. A quantitative survey was conducted among 60 employees, drawn through the Slovin formula and simple random sampling from a workforce of roughly 150. After questionnaire responses were processed using multiple linear regression in SPSS, a clear pattern emerged: work motivation on its own carried no statistically meaningful weight (sig. 0.155, exceeding the 0.05 cutoff). The promotion system, on the other hand, stood out as a strong driver its regression coefficient reached 0.453, with significance landing at 0.000. Competency followed a similar trajectory, with a coefficient of 0.395, also significant at the 0.000 level. Considered together, the three predictors accounted for a substantial share of career development outcomes, an F-value of 88.738 (sig. 0.000) and an R² of 0.826 confirming that 82.6 percent of the variance could be traced to this combination. What this ultimately suggests is that at Holiday Inn Bandung Pasteur, building a fair promotion pathway paired with genuine competency development matters more than motivation alone in moving employees forward in their careers

PENGARUH KOMPETENSI DIGITAL, DISIPLIN KERJA, DAN LINGKUNGAN KERJA TERHADAP KINERJA KARYAWAN PADA PT METRO NETWORK SOLUTINS

2026-08-11T15:11:27+07:00

Penelitian ini memanfaatkan himpunan data buatan untuk menguji hubungan antara kompetensi digital, disiplin kerja, lingkungan kerja, dan kinerja karyawan dalam skenario pembelajaran statistik. Analisis melibatkan 59 observasi simulatif, dengan setiap variabel dibangun dari lima indikator pada skala respons lima kategori. Proses pengujian mencakup penilaian mutu instrumen, pemeriksaan kelayakan model, dan estimasi regresi linear berganda. Seluruh indikator memenuhi kriteria pengukuran, sedangkan nilai Cronbach’s Alpha berada pada rentang 0,944–0,957. Hasil estimasi menempatkan ketiga prediktor sebagai faktor yang memiliki arah hubungan positif dan signifikan terhadap kinerja. Lingkungan kerja menunjukkan kontribusi relatif paling kuat, disusul kompetensi digital dan disiplin kerja. Secara simultan, model menghasilkan dengan , sedangkan menunjukkan bahwa 73,4% variasi kinerja terakomodasi dalam model. Temuan berbasis simulasi ini memperlihatkan bahwa peningkatan hasil kerja berkaitan dengan kemampuan digital, keteraturan perilaku, dan dukungan organisasi yang memadai.

PENGARUH PELATIHAN, MOTIVASI KERJA, DAN KOMPENSASI TERHADAP KINERJA KARYAWAN DI KLINIK PRATAMA X

2026-07-31T08:51:33+07:00

The goal of this study is to “investigate the impact of training, work motivation, and compensation on employee performance at Klinik Pratama X”. This study uses a “quantitative method with an associative approach”. The sample group consists of 59 employees at Klinik Pratama X, and the full population was chosen as the sample using a saturation sampling method. Data were gathered by a “questionnaire and analyzed using SPSS Version 25 with multiple linear regression”. Before hypothesis testing, the data were checked for validity, reliability, and classical assumptions. The study's findings reveal that “training had no positive or significant influence on employee performance, with a significance level of 0.734”. Conversely, “job motivation and compensation have positive and substantial effects on employee performance, with p-values of 0.018 and 0.000, respectively”. At the same time, “training, work motivation, and salary all have a substantial effect on employee performance, with a p-value of 0.000, The coefficient of determination (R²) of 0.471 shows that these three variables account for 47.1% of the variation in employee performance, with the remaining 52.9% impacted by other factors”.

PERAN MEDIASI KOMUNIKASI ORGANISASI DALAM HUBUNGAN CHANGE READINESS DAN KINERJA OPERASIONAL (STUDI KASUS: BANDARA HUSEIN SASTRANEGARA BANDUNG)

2026-07-31T08:50:24+07:00

The success of transformation in the airport sector depends not only on the readiness of human resources but also on how effectively communication functions across organizational units. This study focuses on Husein Sastranegara Airport, Bandung, to investigate whether Organizational Communication serves as a bridge (mediator) between Employee Change Readiness and Operational Performance. Employing a quantitative explanatory research design, the study involved the entire population of 65 employees using a total sampling technique. Data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM), a variance-based structural equation modeling approach, through SmartPLS version 4. Of the five hypotheses tested, two significant relationships were identified: change readiness positively influences communication effectiveness, and communication effectiveness positively influences operational performance. However, the direct relationship between change readiness and operational performance was found to be insignificant. Furthermore, mediation analysis confirmed that organizational communication acts as a significant mediator, indicating that employee readiness for change contributes to operational performance only when supported by an effective organizational communication system

PENGARUH INDEKS PEMBANGUNAN GENDER, INDEKS KETIMPANGAN GENDER, DAN TINGKAT PARTISIPASI ANGKATAN KERJA PEREMPUAN TERHADAP PRODUK DOMESTIK REGIONAL BRUTO DI PULAU SUMATRA

2026-07-28T13:27:25+07:00

Inclusive economic development is one of which is the role of gender equality in various sectors, which is reflected through various development indicators.. This study examines the effect of the Gender Development Index, Gender Inequality Index, and Female Labor Force Participation Rate on Gross Regional Domestic Product in the Sumatra region. The study employs a panel data regression analysis method using time series data from 2018–2024 and cross-sectional data from 10 provinces in Sumatra. The results indicate that the dynamics of GDI, GII, FLFPR, and GRDP fluctuated annually during the study period. The panel data regression results using the Random Effect Model (REM) show that GDI, GII, and FLFPR simultaneously have a significant effect on GRDP with a probability value of 0,000000 < 0,05. Partially, GDI and GII have a significant effect on GRDP with probability values of 0,0000 < 0,05, while FLFPR does not have a significant effect on GRDP with a probability value of 0,8150 > 0,05.

Keywords: Gross Regional Domestic Product; Gender Development Index; Gender Inequality Index; Women’s LFPR; Economic Growth.

PENGARUH PELATIHAN, MOTIVASI, EVALUASI TERHADAP KINERJA PADA KELOMPOK TANI DESA SUNGAI KUMANGO

2026-08-25T13:48:34+07:00

This study aims to analyze the effects of training, motivation, and evaluation on the performance of farmer groups in Sungai Kumango Village. The research employed a quantitative method using multiple linear regression analysis. Data were collected through questionnaires distributed to 45 respondents. The results showed that, partially, training had a positive and significant effect on performance, motivation had a positive and significant effect on performance, and evaluation also had a positive and significant effect on performance. Simultaneously, the three variables had a significant effect of 86.1% on the performance of the farmer group, while the remaining 13.9% was influenced by other factors not examined in this study. These findings provide recommendations for farmer groups to continuously improve the frequency and quality of training according to members’ needs and strengthen the evaluation system regularly so that the performance of farmer group members can continue to improve.

PENGARUH KUALITAS LAYANAN ADMINISTRASI, KEUANGAN, DAN PERPUSTAKAAN TERHADAP KEPUASAN MAHASISWA STIE TUAH NEGERI

2026-07-15T17:24:46+07:00

This study aims to analyze the effect of administrative, financial, and library service quality on student satisfaction at Sekolah Tinggi Ilmu Ekonomi (STIE) Tuah Negeri. A quantitative approach with an associative causal design was applied to 114 active students selected through non-probability (accidental) sampling. Data were collected via a five-point Likert scale questionnaire and analyzed using multiple linear regression. Results show that: (1) administrative service quality has a positive and significant partial effect on student satisfaction (Beta = 0,253; sig = 0,001); (2) financial service quality has a positive and significant partial effect on student satisfaction (Beta = 0,371; sig = 0,000); (3) library service quality has a positive and significant partial effect on student satisfaction (Beta = 0,347; sig = 0,000); and (4) simultaneously, the three variables significantly influence student satisfaction (F = 215,800; sig = 0,000) contributing 85,5%. These findings confirm the strategic importance of integrated service quality management for higher education institutions.

PENGARUH PENGAWASAN TERHADAP DISIPLIN KERJA KARYAWAN PADA PT. XYZ

2026-07-13T16:43:49+07:00

Essentially, every organization requires a workforce with good work discipline. To achieve this good work discipline, leaders or heads of an institution must be able to supervise their employees' work performance and identify and monitor errors made by employees in carrying out their assigned tasks. This study aims to determine the effect of supervision on employee work discipline at PT. XYZ, with a sample of 87 employees. The results of a simple linear regression test yielded a value of Y = 18.035 + 0.476X. The t-test hypothesis test results showed that the calculated t-value (4.374) was greater than the t-table value (1.988) with a significance level of 0.000 < 0.05, indicating that supervision influences work discipline. The coefficient of determination (R²) test yielded a value of 0.184, or 18.4%. The remaining 81.6% (100-18.4) was influenced by other variables not examined in this study. Therefore, this study concludes that supervision influences employee work discipline at PT. XYZ

PENGARUH PERILAKU KERJA INOVATIF TERHADAP KINERJA UMKM

2026-08-09T19:07:35+07:00

This study aims to analyze the impact of innovative work behavior on the performance of Micro, Small, and Medium Enterprises (MSMEs) in Pekanbaru City. Innovative work behavior is a crucial factor in boosting MSME competitiveness, driven by an individual's ability to generate, develop, and implement new ideas that enhance business effectiveness and efficiency. A quantitative approach utilizing a survey method was employed. The study population consisted of MSME managers in Pekanbaru City, with a sample of 395 respondents selected via purposive sampling. Data were collected through questionnaires using a five-point Likert scale. Simple linear regression analysis was used to examine the influence of innovative work behavior on MSME performance. The results indicate that innovative work behavior has a positive and significant effect on MSME performance. This is evidenced by a regression coefficient of 1.228, a standardized beta coefficient of 0.860, a calculated t-value of 33.477, and a significance level of 0.000 (p < 0.05). These findings suggest that higher levels of innovative work behavior among MSME managers lead to superior business performance. Innovative work behavior enables MSME players to create creative solutions, improve product and service quality, adapt to changing business environments, and strengthen business competitiveness. The study implies that fostering a culture of innovation, enhancing human resource competencies, and providing training and mentoring support from the government and relevant institutions are vital strategies for sustainably improving MSME performance.

PENGARUH KEMAMPUAN DIRI AI TERHADAP PERILAKU INOVASI DENGAN MEDIASI KETERIKATAN KERJA

2026-08-27T11:48:10+07:00

: This study aims to analyze the effect of AI self-efficacy on innovative behavior, with work engagement as a mediating variable among civil servants (ASN) in the Planning Division of Kampar Regency. The study employed a quantitative approach with a causal research design. Data were collected through questionnaires from 160 civil servants and analyzed using Structural Equation Modeling-Partial Least Squares (SEM-PLS) with WarpPLS 8.0. The results show that AI self-efficacy has a positive and significant effect on innovative behavior, with a path coefficient of 0.498 (p < 0.001). AI self-efficacy also has a positive and significant effect on work engagement at 0.681 (p < 0.001), while work engagement positively and significantly affects innovative behavior at 0.381 (p < 0.001). Furthermore, work engagement partially mediates the effect of AI self-efficacy on innovative behavior, with an indirect effect of 0.260 (p < 0.001). These findings highlight the importance of strengthening AI competencies and work engagement to promote innovative behavior among civil servants in public-sector digital transformation.

PENGARUH PERCEIVED STRESS TERHADAP BEBAN KERJA MELALUI EFIKASI DIRI KARYAWAN PADA PERUSAHAAN YANG BERGERAK DI BIDANG KEHUTANAN

2026-08-27T07:08:36+07:00

This study aims to analyze the effect of perceived stress on workload, mediated by employee self-efficacy, within a forestry company. A quantitative approach with a causal research design was employed. The sample consisted of 148 Forest Management Technical Personnel (GANISPH) from PT Arara Abadi. Data were collected using Likert-scale questionnaires and analyzed via the Partial Least Squares (PLS) method using WarpPLS 8.0. The results indicate that perceived stress has a positive and significant effect on workload (β=0.26; p<0.01), whereas it has a negative and significant effect on self-efficacy (β=-0.18; p<0.01). Self-efficacy was found to have a negative and significant effect on workload (β=-0.27; p<0.01). Furthermore, self-efficacy was shown to partially mediate the effect of perceived stress on workload. These findings suggest that increased perceived stress can heighten the perception of workload, while self-efficacy acts as a personal resource that helps employees manage job demands. This study reinforces the perspectives of the Job Demands-Resources Model and Social Cognitive Theory in explaining the relationships between stress, self-efficacy, and workload within the forestry sector.

Keywords: Erceived Stress, Beban Kerja, Efikasi Diri, Karyawan Kehutanan, Job Demands-Resources Model

PENGARUH STRENGTHS-BASED LEADERSHIP TERHADAP PERSONAL INITIATIVE MELALUI PERCEIVED COMPETENCE INDIVIDU DI INSTITUSI PENDIDIKAN TINGGI DI PEKANBARU

2026-08-27T21:05:12+07:00

As the concept of positive organizational behavior has evolved, strengths-based leadership has emerged as a leadership approach focused on developing individual potential and strengths. Leaders play a role in helping employees recognize, develop, and optimize their strengths through support, trust, and positive feedback. This approach is believed to enhance personal initiative—that is, proactive, self-directed, and change-oriented behavior in completing tasks. In addition to leadership, personal initiative is also influenced by perceived competence—an individual’s belief in their ability to complete tasks and face challenges. In organizational behavior studies, perceived competence serves as a psychological mechanism linking the influence of leadership style to individual behavior in the workplace. Therefore, this study examines the effect of Strengths-Based Leadership on Personal Initiative, with Perceived Competence as the mediating variable. This is a quantitative study. The population for this study consists of all educational staff working at a university in Pekanbaru. Data analysis was conducted using the Partial Least Squares (PLS) method with Smart PLS software.

Based on the research findings, it can be concluded that Strengths-Based Leadership has a positive and significant effect on Personal Initiative and Perceived Competence. Furthermore, Perceived Competence also has a positive effect on Personal Initiative and was found to mediate the relationship between Strengths-Based Leadership and Personal Initiative. Strengths-Based Leadership has a positive and significant effect on Work Engagement. Strengths-Based Leadership also has a positive and significant effect on Resilience. Resilience has a positive and significant effect on Work Engagement. The results of the indirect effect test indicate that Resilience plays a significant role in the relationship between Strengths-Based Leadership and Work Engagement

PENGARUH STRENGTHS-BASED LEADERSHIP TERHADAP WORK ENGAGEMENT: RESILIENCE SEBAGAI VARIABEL MEDIASI

2026-07-07T11:52:20+07:00

Research examining Strengths-Based Leadership in relation to work engagement, with resilience as a mediating variable, remains relatively limited, particularly in the context of the healthcare sector. Most previous studies have been conducted in general organizations or the business sector, and thus do not fully represent the characteristics of the work environment for employees who experience higher levels of stress, emotional demands, and job complexity. Therefore, this study was conducted to fill the gap in empirical research regarding the influence of Strengths-Based Leadership on employees’ work engagement, taking into account the role of resilience as a mediating variable. This study is expected to provide a more comprehensive understanding of the mechanisms underlying the relationships among these variables in the healthcare sector, particularly at the primary care level—such as community health centers or health agencies—which still require further exploration.

This is a quantitative study. The population for this study consists of employees of the Indragiri Hulu District Health Office. The sample size was 100 participants. Data analysis was performed using the Partial Least Squares (PLS) method with Smart PLS version 3 software. PLS is a Structural Equation Modeling (SEM) method that, in this context, offers advantages over other SEM techniques.

Based on the research findings, it was found that Strengths-Based Leadership has a positive and significant effect on Work Engagement. Strengths-Based Leadership also has a positive and significant effect on Resilience. Resilience has a positive and significant effect on Work Engagement. The results of the indirect effect test indicate that Resilience plays a significant role in the relationship between Strengths-Based Leadership and Work Engagement

ALOKASI ANGGARAN KEBIJAKAN MAKANAN BERGIZI GRATIS (MBG): TINJAUAN HUKUM EKONOMI SYARIAH DAN RELEVANSINYA DENGAN SDGS ZERO HUNGER

2026-07-07T10:21:13+07:00

The Free Nutritious Meal (MBG) program is President Prabowo Subianto's priority policy to address stunting. However, its universal tax-funded mechanism from the state budget raises fiscal justice concerns, as the financial burden is universally shared while direct benefits remain partial. This mixed-method socio-legal study aims to analyze MBG’s fiscal justice dimension through public policy, Maqashid Sharia, and SDGs Zero Hunger. The findings indicate that MBG aligns with Maqashid Sharia in protecting life, wealth, and public interest by stimulating local economies. Although a fiscal justice gap persists due to uneven distribution, it is offset by long-term national productivity gains. In conclusion, its sustainability relies on transparent governance and expanding distribution to remote areas to ensure inclusive distributive justice

PENGARUH STRATEGI RETENSI KARYAWAN TERHADAP TURNOVER KARYAWAN DENGAN LOYALITAS KARYAWAN SEBAGAI VARIABEL MEDIASI PADA PT. BUMANIK

2026-07-07T11:55:11+07:00

This study focuses on evaluating the impact of employee retention strategies on employee turnover, with employee loyalty serving as a mediating variable at PT Bumanik. The research employed a quantitative explanatory approach. The sample consisted of 120 active employees selected using a purposive sampling technique. Data were collected through a questionnaire using a five-point Likert scale and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS software. The findings indicate that employee retention strategies have a positive and significant effect on employee loyalty. Conversely, both employee loyalty and employee retention strategies have a negative and significant effect on employee turnover. The mediation analysis confirms that employee loyalty significantly mediates the relationship between employee retention strategies and employee turnover. Overall, the implementation of effective employee retention strategies has been proven to enhance employee loyalty while simultaneously reducing turnover at PT Bumanik.

PENGARUH PROFITABILITAS (ROA), PELUANG PERTUMBUHAN (PROFIT GROWTH), DAN UKURAN PERUSAHAAN (SIZE) TERHADAP NILAI PERUSAHAAN (PBV) (STUDI PERUSAHAAN SEKTOR PERBANKAN YANG TERDAFTAR DI BURSA EFEK INDONESIA (BEI) PERIODE 2017-2024)

2026-07-18T06:09:32+07:00

Studi ini difokuskan untuk mengevaluasi bagaimana Return on Assets (ROA), pertumbuhan laba (Profit Growth), serta skala bisnis (Size) mampu memengaruhi Price to Book Value (PBV) pada emiten bank di Bursa Efek Indonesia (BEI) sepanjang tahun 2017 hingga 2024. Melalui desain kuantitatif, data dianalisis menggunakan regresi data panel. Penentuan sampel dilakukan secara purposive sampling yang menghasilkan 23 emiten perbankan, sehingga diperoleh 184 data observasi. Berdasarkan pengujian hipotesis, ditemukan bahwa ROA maupun Profit Growth mampu meningkatkan nilai perusahaan secara parsial dan signifikan. Sebaliknya, variabel Size terbukti tidak memberikan dampak yang nyata terhadap PBV. Namun, ketika diuji secara bersama-sama, ketiga variabel independen tersebut secara simultan memengaruhi nilai perusahaan, di mana model ini mampu menjelaskan variasi data sebesar 80,3% (Adjusted R²). Hal ini mengisyaratkan bahwa pasar modal lebih menyoroti aspek fundamental, yakni kemampuan mencetak laba dan ekspansi pertumbuhan, ketimbang besaran aset perusahaan. Secara akademis, riset ini memperkaya literatur empiris terkait faktor penentu valuasi perusahaan, khususnya yang melintasi dinamika krisis pra-pandemi, masa pandemi, hingga fase pemulihan ekonomi

STRATEGI PENINGKATAN MOTIVASI KERJA PEKERJA HARIAN LEPAS (DAILY WORKER) BERBASIS ANALISIS SWOT DI KOTA BANDUNG

2026-07-18T06:34:38+07:00

This study aims to formulate a strategy to improve the work motivation of daily workers in Bandung City through an integration of a phenomenological approach and a SWOT analysis. Despite their significant contribution to the urban economy, this group often faces income uncertainty, minimal social security, and weak bargaining power, which directly affect the stability of work motivation. This gap is exacerbated by the dominance of previous studies that are linear quantitative or macro-juridical, leaving a gap in mapping motivation strategies that are based on subjective experiences and operationally measurable. This study uses a convergent mixed design, with a sample of 10 respondents selected through purposive and snowball sampling techniques until data saturation is reached. Data collection was carried out through a five-point Likert scale questionnaire (20 items) and contextual observation. Data were analyzed in stages: factor weighting using the IFAS-EFAS matrix, cross-strategy formulation using the TOWS matrix, and interpretive triangulation with phenomenological narratives. The research findings are expected to provide theoretical contributions in the form of an adaptive work motivation analysis model for flexible workers, while also generating applicable strategic recommendations for local governments and businesses in designing inclusive, measurable, and field-relevant HR interventions.

MEDIATING ROLE OF ORGANIZATIONAL IDENTIFICATION AMONG GOVERNMENT PERSONNEL IN THE IMPACT OF STRENGTHS-BASED LEADERSHIP ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR

2026-08-26T16:45:23+07:00

This study seeks to investigate the influence of Strengths-Based Leadership on Organizational Citizenship Behavior among government employees, with Organizational Identification serving as a mediating factor. A causal research design and a quantitative methodology were utilized. Civil servants in Indragiri Hilir Regency received the structured questionnaire, which used a seven-point Likert scale to gather data. Purposeful sampling was used to ascertain the sample, and 155 participants were found. Using SmartPLS, a PLS-SEM approach was applied to conduct data analysis. It has been demonstrated that Strengths-Based Leadership significantly influences both organizational identity and Organizational Citizenship Behavior. Additionally, Organizational Identification has a statistically significant and good impact on Organizational Citizenship Behavior. The results also show that Organizational Identification serves as a mediator between Organizational Citizenship Behavior and Strengths-Based Leadership. This research makes a theoretical contribution by strengthening the part played by strengths-based leadership in boosting extra-role conduct through psychological processes. In practice, the results imply that public sector organizations should use strength-oriented leadership methods to boost employee performance and total organizational efficacy.