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All Journal Jurnal Manajemen Riset Inovasi International Journal of Health, Engineering and Technology Jurnal Riset Manajemen
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Pengaruh Pengembangan Karier dan Kompensasi terhadap Turnover Intention pada Karyawan Pt X Merak-Cilegon Nana Sutisna; Muhammad Suparmoko; Ende Ende
JURNAL RISET MANAJEMEN (JURMA) Vol 4 No 2 (2026): June: JURNAL RISET MANAJEMEN (JURMA)
Publisher : Institut Teknologi dan Bisnis (ITB) Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54066/jurma.v4i2.4130

Abstract

This study aims to determine the effect of career development and compensation on employee turnover intention at PT X  Merak–Cilegon. The phenomenon of high turnover intention among employees at the Operator/Clerk/Technician to Supervisor levels has highlighted the need to investigate the factors influencing employees' intentions to leave the company. Career development and compensation were selected as the independent variables because the results of the preliminary survey indicated that these factors were the most dominant determinants affecting turnover intention This study employed a quantitative research method with a survey approach. The population consisted of employees of PT X at the Operator/Clerk/Technician to Supervisor levels. The sampling technique used was proportional random sampling, resulting in a sample of 170 respondents. Data were collected through questionnaires and analyzed using multiple linear regression analysis with the assistance of SPSS version 26. The results of the study indicate that career development has a negative and significant effect on turnover intention. Compensation also has a negative and significant effect on turnover intention. Simultaneously, career development and compensation have a significant effect on employee turnover intention. These findings suggest that the better the career development opportunities provided by the company and the fairer and more adequate the compensation received by employees, the lower the level of employee turnover intention.
Faktor-Faktor yang Mempengaruhi Non-Performing Loan (NPL) pada Bank Konvensional yang Terdaftar di BEI Desi Safitri; Muhammad Suparmoko; Ende Ende
Jurnal Manajemen Riset Inovasi Vol. 4 No. 3 (2026): Jurnal Manajemen Riset Inovasi
Publisher : Lembaga Pengembangan Kinerja Dosen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/mri.v4i3.9799

Abstract

Non-Performing Loan (NPL) is an important indicator in assessing bank credit quality, where a high NPL ratio indicates problematic credit risk that may affect a bank’s financial stability. Several internal factors are presumed to influence NPL levels, including Capital Adequacy Ratio (CAR), Loan to Deposit Ratio (LDR), and Operating Expenses to Operating Income (BOPO). This study aims to analyze the factors affecting NPL during the 2021–2025 period. This research employed a quantitative approach using secondary data obtained from annual financial reports. The population consisted of 44 conventional banks listed on the Indonesia Stock Exchange (IDX), with purposive sampling resulting in 8 selected banks observed over five years, yielding a total of 40 observations. Data were analyzed using panel data model selection, classical assumption tests, and multiple linear regression with EViews 12. The results indicate that CAR and LDR have no significant partial effect on NPL, while BOPO has a positive and significant effect on NPL. Simultaneously, the three variables significantly affect NPL and explain 21% of its variation. A high BOPO ratio reflects operating expenses exceeding operating income, thereby limiting banks’ resources in conducting credit supervision and analysis. Therefore, banks are advised to prioritize operational efficiency to control problematic credit risk.
The Influence Of Work Environment And Teamwork On The Performance Of Employees In The Adidas Division At PT Nikomas Gemilang, Serang, Banten Titi Susanti; Muhammad Suparmoko; Ende Ende
International Journal of Health Engineering and Technology Vol. 5 No. 2 (2026): Vol 5. No. 2 JULY 2026
Publisher : CV. AFDIFAL MAJU BERKAH

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55227/ijhet.v5i2.1097

Abstract

The work environment and organizational commitment if managed well by the A well-managed work environment and teamwork will motivate employees to perform their jobs optimally. This will ensure employees feel comfortable at work and avoid any thoughts of leaving the company. The purpose of this study was to determine the extent to which the work environment and teamwork influence the performance of employees in the Adidas Division at PT Nikomas Gemilang. The author employed a causal associative method with a quantitative descriptive approach, employing a population-based sampling process and a questionnaire as the primary data collection tool. The data collection technique used a questionnaire administered to 75 (seventy-five) respondents using a Likert scale and SPSS version 26. The results of this study indicate that (1) the work environment partially significantly influences employee performance in the Adidas Division at PT Nikomas Gemilang, as indicated by the calculated t-value > t-table (7.176 > 1.993) and a significance value of 0.000, which is less than the 0.05 threshold. Therefore, Ha is accepted and H0 is rejected. (2) Partially, teamwork significantly influences employee performance in the Adidas Division at PT Nikomas Gemilang, as indicated by the calculated t-value > t-table (6.335 > 1.993) and a significance value of 0.000, less than the 0.05 level. Therefore, Ha is accepted and H0 is rejected. (3) Simultaneously, the work environment and teamwork influence employee performance in the Adidas Division at PT Nikomas Gemilang, as indicated by the calculated F-value > F-table (184.502 > 3.12) with a significance level of 0.000. Therefore, Ha is accepted and H0 is rejected. Based on the research results, it can be concluded that the work environment and teamwork variables, both partially and simultaneously, have a significant influence on employee performance.
Co-Authors Desi Safitri Muhammad Suparmoko Nana Sutisna Titi Susanti