International Journal of Social and Management Studies

The Effect of Organizational Culture and Job Satisfaction on Organizational Commitment and Employee Performance in Regionally-Owned Enterprises

Agung Wibowo — 2026-05-13

This study aims to analyze the influence of organizational culture and job satisfaction on employee performance and organizational commitment in Regionally-Owned Enterprises (BUMD) in Bogor City. The research was conducted at Perumda Pasar Pakuan Jaya and Perumda Air Minum Tirta Pakuan using a mixed-method sequential explanatory approach. A total of 212 permanent employees were selected through proportional stratified random sampling. Quantitative data were analyzed using path analysis with SmartPLS to examine direct and indirect relationships among variables, while qualitative analysis was conducted using the Delphi technique involving human resource experts to formulate strategic recommendations. The findings reveal that organizational culture has a positive and significant effect on job satisfaction, employee performance, and organizational commitment. Job satisfaction also significantly influences employee performance and organizational commitment. Furthermore, job satisfaction partially mediates the relationship between organizational culture and both employee performance and organizational commitment. These results indicate that strengthening organizational culture can enhance employee satisfaction, which subsequently improves organizational commitment and work performance.This study contributes to the development of organizational behavior literature in the public enterprise sector and offers practical implications for management in designing strategies to strengthen employee commitment and improve organizational performance through organizational culture and job satisfaction programs

Service Quality, Price Perception, and Attraction Image as Determinants of Customer Satisfaction: The Moderating Role of Gender

Ida Zuniarti — 2026-05-22

Customer satisfaction has become an important factor in sustaining coffee shop businesses amid increasingly intense competition. Factors influencing customer satisfaction include Service Quality, Price Perception, and Attraction Image. Previous studies have generally examined these variables separately, while studies integrating these variables with Gender as a moderating variable remain limited. Therefore, this study aims to analyze the effects of Service Quality, Price Perception, and Attraction Image on Customer Satisfaction, with Gender serving as a moderating variable among customers of Kopi Bajawa Bekasi City. A quantitative approach was employed using a survey method through questionnaire distribution to 100 customers. Data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS software. The results indicate that Service Quality, Price Perception, and Attraction Image have positive and significant effects on Customer Satisfaction. Gender moderates the relationship between Price Perception and Customer Satisfaction but does not moderate the relationships between Service Quality and Customer Satisfaction or between Attraction Image and Customer Satisfaction. These findings highlight the importance of improving service quality, pricing strategies, and attraction image to enhance customer satisfaction in the coffee shop industry.

The Transformation of Knowledge Work in The Age of Generative AI: Evidence from Organizations in Banten, Indonesia

Sri Lestari — 2026-06-05

Background: The rapid adoption of generative artificial intelligence (GenAI) technologies including large language models (LLMs) and AI-enabled knowledge systems presents a fundamental transformation of knowledge work in contemporary organizations. Little research has explored how these technologies reshape the nature of knowledge creation, organizational learning processes, and professional capabilities in emerging economy contexts. Research Objective: To develop an integrated understanding of how Generative AI transforms knowledge work within organizations operating in Banten Province, Indonesia. Research Method: This qualitative descriptive study employed multi-case inquiry involving 20 participants across 5 organizations, utilizing semi-structured interviews, organizational document analysis, and observation protocols. Thematic analysis integrated knowledge-based view, dynamic capability theory, and organizational learning frameworks. Participants: Senior managers, HR professionals, knowledge workers, digital transformation leaders, and AI implementation specialists from diverse sectors. Main Findings: GenAI transforms knowledge work through four primary mechanisms: (1) augmentation of cognitive labor, shifting employees toward higher-order thinking and judgment; (2) reorganization of knowledge creation processes enabling rapid synthesis and pattern recognition; (3) evolution of organizational learning from episodic to continuous adaptive learning; (4) emergence of new workforce competencies centered on human-AI collaboration, critical evaluation, and adaptive expertise. Novelty: This research adopts a knowledge work transformation lens rather than focusing on technological adoption or productivity metrics, grounded in human-AI collaboration theory, and situated within an emerging economy context. Practical Implications: Organizations must strategically redesign work processes, invest in adaptive workforce development, and create governance frameworks balancing efficiency gains with meaningful human contribution.