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Pengaruh Kepemimpinan Dan Disiplin Kerja Terhadap Kinerja Karyawan PT G4S Security Service Jakarta Selatan Amanda Elvia Fauziah; Nurdinni Tilova
JURNAL ILMIAH EKONOMI DAN MANAJEMEN Vol. 4 No. 1 (2026): Januari
Publisher : CV. KAMPUS AKADEMIK PUBLISING

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61722/jiem.v4i1.8464

This study aims to examine the influence of leadership and work discipline on employee performance at PT G4S Security Service, South Jakarta. The research employed a quantitative analysis method, utilizing numerical data from a total of 67 respondents, who are employees of PT G4S Security Service, South Jakarta. The sampling method used in this study was sampling technique with the Slovin formula to determine the sample size. Data processing and analysis techniques included instrument testing, classical assumption testing, descriptive analysis, quantitative analysis, and hypothesis testing.The results show that the influence of leadership on employee performance is represented by the regression equation Y = 25.557 + 0.598 X1. Hypothesis testing indicates that the calculated tvalue is greater than the ttable value (5.440 > 1.668). Therefore, H0 is rejected and H1 is accepted, indicating a positive and significant partial effect of leadership on employee performance. Similarly, the influence of work discipline on employee performance is represented by the regression equation Y = 21.399 + 0.838 X2. Hypothesis testing results show that the calculated tvalue is greater than the ttable value (6.459 > 1.668). Thus, H0 is rejected and H2 is accepted, indicating a positive and significant partial effect of work discipline on employee performance.Furthermore, the influence of leadership and work discipline on employee performance simultaneously is represented by the regression equation Y = 12.319 + 0.380 X1 + 0.632 X2. The results of hypothesis testing show that the calculated Fvalue is greater than the Ftable value (31.241 > 2.17). Therefore, H0 is rejected and H3 is accepted, meaning that leadership and work discipline have a positive and significant simultaneous effect on employee performance at PT G4S Security Service, South Jakarta.

PENGARUH GAYA KEPEMIMPINAN DAN KERJASAMA TIM TERHADAP KINERJA KARYAWAN PADA LATTERIA GELATO JAKRTA BARAT Misel Amelia Putri; Nurdinni Tilova
Jurnal Menara Vol. 3 No. 1 (2026): Maret 2026
Publisher : Al Hasanah Barokah Foundation

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.65978/jm.v3i1.87

This study aims to analyze the influence of Leadership Style and Teamwork on Employee Performance at Latteria Gelato, both partially and simultaneously. The research uses a descriptive quantitative method with 46 respondents selected through purposive sampling. The results of the regression analysis show that Leadership Style partially has a significant effect on Employee Performance, as indicated by the regression equation Y = 4.132 + 0.478 X1 and an R Square value of 0.612 (61.2% of the variation is explained by Leadership Style). The partial t-test for Leadership Style shows a t-count of 5.736 > t-table of 2.017 and a significance value of 0.000 < 0.05, so H₀ is rejected and Hₐ is accepted. Likewise, Teamwork also has a significant partial effect on Employee Performance, with the regression equation Y = 3.892 + 0.529 X2 and an R Square value of 0.645. The t-count for Teamwork is 6.104 > t-table and the significance value is 0.000 < 0.05, indicating H₀ is rejected and Hₐ is accepted. Simultaneously, Leadership Style and Teamwork significantly influence Employee Performance, as shown by the regression equation Y = 2.987 + 0.311 X1 + 0.402 X2 and an R Square value of 0.721. The F-test yields an F-count of 54.789 > F-table of 3.21 with a significance value of 0.000 < 0.05, confirming that H₀ is rejected and Hₐ is accepted. Thus, it can be concluded that both Leadership Style and Teamwork simultaneously have a significant effect on Employee Performance at Latteria Gelato.

Analisis Kebutuhan Pelatihan dalam Upaya Meningkatkan Kinerja Karyawan pada Cafe Ruma Coffeatery di Jakarta Selatan Dewani, Meigita; Tilova , Nurdinni
Jurnal Sinergi Manajemen Vol 3 No 1 (2026): Jurnal SINERGI Manajemen
Publisher : YBAMB

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70285/pdfhbc64

Penelitian ini bertujuan untuk menganalisis kebutuhan pelatihan dalam rangka meningkatkan kinerja karyawan pada Cafe Ruma Coffeatery di Jakarta Selatan. Pendekatan yang digunakan adalah kualitatif deskriptif dengan teknik pengumpulan data melalui wawancara, observasi, dan dokumentasi. Hasil penelitian menunjukkan adanya kesenjangan keterampilan antara karyawan yang memiliki latar belakang di bidang food and beverage (F&B) dan yang tidak, serta kurangnya pelatihan rutin yang menyebabkan inkonsistensi dalam pelayanan. Analisis kebutuhan pelatihan dilakukan berdasarkan tiga indikator utama, yaitu analisis organisasi, analisis tugas, dan analisis individu. Berdasarkan temuan tersebut, pelatihan yang dirancang berdasarkan kebutuhan nyata karyawan dapat meningkatkan kualitas kerja, kuantitas, ketepatan waktu, efektivitas, dan komitmen karyawan terhadap pekerjaannya. Penelitian ini menyimpulkan bahwa pelatihan berbasis kebutuhan sangat penting dalam pengembangan sumber daya manusia untuk mendukung kinerja organisasi secara keseluruhan.

Pengaruh Kepuasan Kerja Dan Stres Kerja Terhadap Kinerja Karyawan Pada PT Xinghao Technology Tangerang Selatan Aura Aleyda Setiadi; Nurdinni Tilova
Jurnal Manajemen & Pendidikan [JUMANDIK] Vol 4 No 1 (2025): Jurnal Manajemen dan Pendidikan
Publisher : LAP4B

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58174/5787q972

The research in this thesis aims to analyze the influence of Job Satisfaction and Job Stress on Employee Performance at PT Xinghao Technology, South Tangerang. The method used in this study is a saturated sample with a population of 110 people, where all members of the population are used as respondents. Data collection techniques are carried out through observation and questionnaire distribution. The data obtained are analyzed using validity tests, reliability tests, classical assumption tests, multiple linear regression analysis, correlation coefficients, determination coefficients, and hypothesis tests (t-test and F-test). The results show that Job Satisfaction has a significant effect on employee performance with a determination coefficient value of 49.7% and the hypothesis test obtained t count > t table (5.958 > 1.982). Job stress does not significantly influence employee performance, with a determination coefficient value of 18.8% and a hypothesis test of t count < t table (-1.989 < 1.982). Simultaneously, these two variables influence Employee Performance (F count > F table) with a regression equation of Y = 18.972 + 0.532X1 + 0.006X1 and a determination coefficient value of 49.7% indicating that 50.3% is influenced by other factors. This means that if there is an increase in the variables of Job Satisfaction and Job Stress, it will affect employee performance. The variable that has the most dominant influence on employee performance is the job satisfaction variable of 49.7%. The hypothesis test is obtained from the value of F count > F table (17.598 > 3.08). So it can be concluded that Job Satisfaction (X1) and Job Stress (X2) simultaneously have a significant effect on employee performance

Analisis Komunikasi dalam Meningkatkan Kinerja Karyawan pada PT Delta Inti Indonesia Bogor Metta Sheliany; Nurdinni Tilova
Progressus Humanitatis Vol 1 No 2 (2025): Progressus Humanitatis
Publisher : Yayasan Berkah Abadi Mulia Bersama

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70285/kmxdz507

Penelitian ini bertujuan untuk menganalisis peran komunikasi dalam meningkatkan kinerja karyawan pada PT Delta Inti Indonesia Bogor, perusahaan yang bergerak di bidang layanan laundry khusus rumah sakit. Penelitian ini menggunakan pendekatan deskriptif kualitatif dengan teknik wawancara mendalam terhadap (8) delapan informan, terdiri dari (2) dua key informan (HRD dan Supervisor) serta (6) enam informan (karyawan staff operasional). Untuk menjamin keabsahan data, peneliti ini juga menggunakan teknik triangulasi. Hasil penelitian menunjukkan bahwa komunikasi dua arah yang terbuka, konsisten, dan konstruktif mampu meningkatkan pemahaman tugas, membangun hubungan kerja yang lebih harmonis, serta mendorong motivasi dan rasa tanggung jawab dalam bekerja. Sebaliknya, komunikasi satu arah dan kurangnya kejelasan informasi sering menimbulkan kesalahpahaman, menurunkan efektivitas kerja, serta menghambat produktivitas. Penelitian ini memberikan kontribusi penting bagi perusahaan dalam memperbaiki sistem komunikasi internal melalui pelatihan komunikasi, forum diskusi rutin, dan evaluasi antarbagian. Dengan memperkuat aspek komunikasi internal, perusahaan diharapkan dapat menciptakan lingkungan kerja yang efektif, produktif, dan berkelanjutan.

Pengaruh Rekrutmen dan Pelatihan terhadap Kinerja Karyawan Pada PT Pos Indonesia Cabang Tangerang Selatan Wisnu Saputro; Nurdinni Tilova
Progressus Humanitatis Vol 1 No 2 (2025): Progressus Humanitatis
Publisher : Yayasan Berkah Abadi Mulia Bersama

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70285/m8rt2c34

Penelitian ini bertujuan untuk mengetahui pengaruh rekrutmen dan pelatihan terhadap kinerja karyawan pada PT Pos Indonesia Cabang Tangerang Selatan. Objek dalam penelitian ini adalah PT Pos Indonesia Cabang Tangerang Selatan. Metode yang digunakan adalah metode kuantitatif. Populasi penelitian adalah seluruh karyawan PT Pos Indonesia Cabang Tangerang Selatan yang berjumlah 60 orang, dan teknik pengambilan sampel yang digunakan adalah sampling jenuh, di mana seluruh populasi dijadikan sampel . Data primer dikumpulkan melalui observasi dan kuesioner berskala Likert, sementara data sekunder diperoleh dari studi pustaka . Analisis data dilakukan menggunakan uji validitas, reliabilitas, uji asumsi klasik (normalitas dan heteroskedastisitas), uji korelasi, dan analisis regresi linear berganda dengan bantuan perangkat lunak SPSS 22 Hasil uji validitas dan reliabilitas menunjukkan bahwa semua instrumen penelitian valid dan reliabel. Uji asumsi klasik menunjukkan bahwa data berdistribusi normal dan tidak terdapat gejala heteroskedastisitas maupun multikolinearitas. Hasil uji korelasi parsial menunjukkan hubungan sedang antara rekrutmen dan kinerja karyawan (0,588), serta hubungan kuat antara pelatihan dan kinerja karyawan (0,784). Secara simultan, rekrutmen dan pelatihan memiliki hubungan yang kuat terhadap kinerja karyawan dengan koefisien korelasi (R) sebesar 0,786 atau 78,6%. Analisis regresi linear berganda menghasilkan persamaan Y = 13,608 + 0,116X1 + 0,600X2, menunjukkan pengaruh positif dari rekrutmen dan pelatihan terhadap kinerja karyawan. Uji hipotesis parsial (uji t) menunjukkan bahwa rekrutmen (Sig. 0,014) dan pelatihan (Sig. 0,001) berpengaruh signifikan terhadap kinerja karyawan . Uji hipotesis simultan (uji F) menunjukkan bahwa rekrutmen dan pelatihan secara bersama-sama berpengaruh positif dan signifikan terhadap kinerja karyawan (F-hitung 39,487 > F-tabel 3,12; Sig. 0,001 < 0,05).

Pengaruh Kepuasan Kerja Dan Stres Kerja Terhadap Kinerja Karyawan Pada PT Xinghao Technology Tangerang Selatan Aura Aleyda Setiadi; Nurdinni Tilova
Jurnal Manajemen & Pendidikan [JUMANDIK] Vol 4 No 1 (2025): Jurnal Manajemen dan Pendidikan
Publisher : LAP4B

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58174/5787q972

The research in this thesis aims to analyze the influence of Job Satisfaction and Job Stress on Employee Performance at PT Xinghao Technology, South Tangerang. The method used in this study is a saturated sample with a population of 110 people, where all members of the population are used as respondents. Data collection techniques are carried out through observation and questionnaire distribution. The data obtained are analyzed using validity tests, reliability tests, classical assumption tests, multiple linear regression analysis, correlation coefficients, determination coefficients, and hypothesis tests (t-test and F-test). The results show that Job Satisfaction has a significant effect on employee performance with a determination coefficient value of 49.7% and the hypothesis test obtained t count > t table (5.958 > 1.982). Job stress does not significantly influence employee performance, with a determination coefficient value of 18.8% and a hypothesis test of t count < t table (-1.989 < 1.982). Simultaneously, these two variables influence Employee Performance (F count > F table) with a regression equation of Y = 18.972 + 0.532X1 + 0.006X1 and a determination coefficient value of 49.7% indicating that 50.3% is influenced by other factors. This means that if there is an increase in the variables of Job Satisfaction and Job Stress, it will affect employee performance. The variable that has the most dominant influence on employee performance is the job satisfaction variable of 49.7%. The hypothesis test is obtained from the value of F count > F table (17.598 > 3.08). So it can be concluded that Job Satisfaction (X1) and Job Stress (X2) simultaneously have a significant effect on employee performance

PENGARUH LINGKUNGAN KERJA NON FISIK DAN DISIPLIN KERJA TERHADAP KINERJA KARYAWAN PADA PT MANUNGGAL JAYA MAKMUR DI CIPUTAT TIMUR Windy Agustina; Nurdinni Tilova
Jurnal Menara Vol. 3 No. 2 (2026): September 2026
Publisher : Al Hasanah Barokah Foundation

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.65978/jm.v3i2.89

This study aims to determine the effect of the non-physical work environment and work discipline on employee performance, both partially and simultaneously, at PT Manunggal Jaya Makmur in Ciputat Timur. The method used in this research is associative descriptive quantitative method. The sampling technique used is saturated sampling, using a sample of 65 respondents. The results show that, partially, the non-physical work environment has a positive and significant effect on employee performance, with a regression coefficient of 0.579 and a t-value of 6.622, which is greater than the t-table value of 1.669. Work discipline also has a positive and significant effect on employee performance, with a regression coefficient of 0.746 and a t-value of 7.394, which is greater than the t-table value of 1.669. Simultaneously, both independent variables have a significant influence on employee performance, as indicated by the multiple regression equation Y = 7.856 + 0.310X1 + 0.503X2 and an F-value of 35.392, which is greater than the F-table value of 3.144, with a significance level of 0.000 < 0.05. Therefore, it can be concluded that the non-physical work environment and work discipline jointly have a positive and significant effect on employee performance.

Analisis Kepemimpinan pada PT. Tida Solusi Indonesia Amelia Putri Tri Utami; Nadia Puji Lestari; Nur Haliza; Moh. Sutoro; Nurdinni Tilova
Lensa Ilmiah: Jurnal Manajemen dan Sumberdaya Vol. 1 No. 2 (2022): Lensa Ilmiah: Jurnal Manajemen dan Sumberdaya
Publisher : ELRISPESWIL - Lembaga Riset dan Pengembangan Sumberdaya Wilayah

Pemimpin itu mempunyai sifat, kebiasaan, temperamen, watak dan kepribadian sendiri yang unik dan khas sehingga tingkah laku dan gayanya yang membedakan dirinya dari orang lain. Penelitian ini bertujuan untuk mengetahui kepemimpinan yang terjadi dalam PT. Tiga Solusi Indonesia dan kriteria pemimpin yang ideal seperti apa. Metode dengan menggunakan Analisis deskriptif, hasil analisis berupa penerapan kepemimpinan pada PT. Tiga Solusi Indonesia memberikan pengaruh yang besar apabila dipimpin oleh pemimpin yang kompeten. Berdasarkan hasil yang didapatkan, maka disarankan kepada pimpinan di PT tiga solusi Indonesia agar gaya kepemimpinan dalam hal mengatakan (telling) lebih dimaksimalkan lagi terutama tentang kejelasan tugas, agar lebih menjelaskan tugas dari bawahannya secara rinci meskipun mereka sudah memiliki tugas pokok dan fungsi masing-masing di bidangnya. Kemudian pada dimensi learning (pembelajaran) agar pemimpin lebih memberikan pembelajaran kepada hal-hal yang bersifat praktek kepada bawahan agar dapat membantu dalam pengembangan SDM.

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