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All Journal Indonesian Journal of Economy, Business, Entrepreneuship and Finance (IJEBEF) Indonesian Collaboration Journal of Community Services (ICJCS) Jurnal Ekonomi, Akutansi dan Manajemen Nusantara
Cokorda Agung Wibowo
Universitas Pamulang
Humanities Automotive Engineering Biochemistry, Genetics & Molecular Biology Economics, Econometrics & Finance Education Engineering Environmental Science Industrial & Manufacturing Engineering Social Sciences Other

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EDUKASI RESILIENSI DIRI DAN MANAJEMEN STRES: MENYIAPKAN MENTAL CALON TENAGA KERJA VOKASI DI SMK YPWKS CILEGON Cokorda Agung Wibowo; Veronika Joan Jasmine
Indonesian Collaboration Journal of Community Services (ICJCS) Vol. 6 No. 2 (2026): Indonesian Collaboration Journal of Community Services
Publisher : Yayasan Education and Social Center

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53067/icjcs.v6i2.239

Abstract

Massive industrialization in the Cilegon region demands vocational high school (SMK) graduates who are not only mechanically proficient but also psychologically resilient. Transition shock is a prevalent phenomenon among vocational graduates due to the structural disparity between high job demands in the heavy industry sector and low personal resources. This Community Service (PkM) program aims to enhance work readiness by strengthening self-resilience and stress management among 12th-grade students at SMK YPWKS Cilegon prior to entering the Industrial Work Practice phase and professional recruitment. The intervention utilized a Blended Method approach, integrating Interactive Lectures as cognitive transmission agents and role-play-based Focus Group Discussions (FGD) as affective incubation agents. Effectiveness was evaluated through a quantitative pre-test and post-test design involving 40 participants from technical and administrative vocational programs. Empirical data analysis revealed significant improvements: cognitive understanding of stress literacy surged from an average score of 59.5 to 74.3; practical coping mechanism skills increased from 46.2% to 86.3%; and psychological well-being escalated from 91.00 to 107.63. This approach effectively reduced destructive anxiety and transformed mental vulnerability into adaptive resilience. The urgency of resilience is universal, relevant for both field workers and administrative staff. It is recommended that this psychoeducational module be integrated into the vocational counseling curriculum as an upstream Talent Pipeline Management instrument.
PENGARUH MANAJEMEN TALENTA DAN WORK-LIFE BALANCE TERHADAP RETENSI KARYAWAN GENERASI Z DI SEKTOR JASA KOTA SERANG: PERAN MEDIASI KEPUASAN KERJA Cokorda Agung Wibowo; Andriyansah Setiawan
Indonesian Journal of Economy, Business, Entrepreneuship and Finance Vol. 6 No. 1 (2026): Indonesian Journal of Economy, Business, Entrepreneuship and Finance
Publisher : Yayasan Education and Social Center

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53067/ijebef.v6i1.315

Abstract

The paradox of high unemployment alongside high turnover rates among Generation Z in the service sector requires a targeted human resource strategy. This study investigates the effect of Talent Management and Work-Life Balance (WLB) on Generation Z Employee Retention, with Job Satisfaction acting as a mediating variable. Conducted in the service sector of Serang City, the research employs a quantitative causal-associative design. Data were collected via purposive sampling from 100 Gen Z employees and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) via SmartPLS 4.0. The empirical results demonstrate that Talent Management and WLB significantly and positively impact Job Satisfaction. Furthermore, Talent Management and Job Satisfaction directly influence Employee Retention. However, a critical finding reveals that WLB does not directly affect Employee Retention; it requires Job Satisfaction as a full mediator. Talent management also partially mediates retention through job satisfaction. The study concludes that WLB acts as a hygiene factor, whereas talent development and job satisfaction are the primary drivers of retention. Managerial implications suggest shifting from generic retention strategies to personalized talent development and meaningful work-life integration.
PENGARUH PELATIHAN MOTIVASI PRESTASI (ACHIEVEMENT MOTIVATING TRAINING) TERHADAP KINERJA KARYAWAN DI PT PLN (PERSERO) DISTRIBUSI JAKARTA RAYA DAN TANGERANG Andriyansah Setiawan; Cokorda Agung Wibowo
Jurnal Ekonomi, Akutansi dan Manajemen Nusantara Vol. 4 No. 2 (2025): Edisi September - Desember 2025
Publisher : Utiliti Project Solution

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55338/jeama.v4i2.406

Abstract

Dalam dunia kerja modern yang kompetitif, keberhasilan organisasi sangat bergantung pada kualitas serta kinerja sumber daya manusianya. Karyawan yang memiliki motivasi dan semangat kerja tinggi akan lebih mudah mencapai target serta memberikan kontribusi optimal bagi perusahaan. Untuk itu, perusahaan perlu melakukan berbagai upaya dalam meningkatkan motivasi dan kinerja karyawan, salah satunya melalui pelatihan motivasi prestasi (achievement motivating training). Pelatihan ini bertujuan menumbuhkan rasa percaya diri, tanggung jawab, serta dorongan berprestasi sehingga diharapkan dapat berpengaruh positif terhadap peningkatan kinerja karyawan. Penelitian ini dilakukan untuk mengetahui pengaruh pelatihan motivasi prestasi terhadap kinerja karyawan di PT PLN (Persero) Distribusi Jakarta Raya dan Tangerang. Metode penelitian yang digunakan adalah survei, dengan pengumpulan data melalui penyebaran kuesioner kepada 169 responden. Teknik analisis data meliputi uji validitas, reliabilitas, analisis regresi linier sederhana, uji normalitas, heteroskedastisitas, autokorelasi, serta uji t. Hasil penelitian menunjukkan nilai probabilitas sebesar 0.000 < 0.05 dengan thitung = 9.657 > ttabel = 1.65403, sehingga pelatihan motivasi prestasi berpengaruh signifikan terhadap kinerja karyawan. Koefisien korelasi sebesar 0.599 menunjukkan hubungan yang sedang, dengan koefisien determinasi (R²) = 0.358, artinya 35,8% perubahan kinerja karyawan dipengaruhi oleh pelatihan motivasi prestasi, sedangkan 64,2% sisanya dipengaruhi faktor lain seperti lingkungan kerja, kompetensi, mutasi, dan produktivitas.
Co-Authors Setiawan, Andriyansah Veronika Joan Jasmine