Article Per Year (5 Year)
p-Index From 2021 - 2026
0.778
P-Index
This Author published in this journals
All Journal Jurnal Ilmu Manajemen (JIM)
Budiono
Universitas Negeri Surabaya
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance

Published : 4 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 4 Documents
Search

 1 
The Pengaruh Pengembangan Karir terhadap Kinerja Karyawan melalui Motivasi pada Karyawan Politeknik Pelayaran Surabaya Ahmad Alfajri Prasetya; Budiono
Jurnal Ilmu Manajemen Vol. 13 No. 4 (2025)
Publisher : Universitas Negeri Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26740/jim.v13n4.p1003-1014

Abstract

This study examines the impact of career development on employee performance, with motivation serving as a mediating variable. The primary objective is to understand how career development programs implemented at Agency X Surabaya enhance employee motivation, which in turn contributes to improved performance. Data were collected through questionnaires distributed via Google Forms, as well as interviews with HR staff and observations of career development initiatives such as the Talent Pool and Training Needs Analysis, conducted both internally and externally. “Data analysis consists of descriptive analysis using the Three Box Method (Ferdinand, 2006), as well as inferential analysis using Structural Equation Modeling (SEM) with the help of SmartPLS 3.0 software.”. The implication of this study is that agencies need to improve and update clear career development programs and provide additional incentives or rewards for non-civil servant employees, so that it will have a positive impact on employee motivation, commitment, and performance, thus impacting organizational performance improvement. The findings indicate that career development has a significant positive effect on employee performance, with work motivation playing a crucial role in strengthening this relationship. Employees who have access to clear career advancement opportunities tend to be more motivated, leading to better performance outcomes. These results align with previous studies that highlight the essential role of work motivation in improving performance. However, the study also identifies an imbalance in the implementation of career development programs, particularly affecting non-permanent or contract employees who perceive limited opportunities for career progression.
Pengaruh Work Life Balance dan Organizational Trust terhadap Employee Performance melalui Work Engagement pada Karyawan Nadila Puteri Ayuningtyas; Budiono
Jurnal Ilmu Manajemen Vol. 13 No. 4 (2025)
Publisher : Universitas Negeri Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26740/jim.v13n4.p842-855

Abstract

Bank X, an operational branch located in Sidoarjo Regency, is part of a state-owned enterprise that specializes in banking services and housing finance. This study aims to identify and explain the influence of work-life balance and organizational trust on employee performance, with work engagement as a mediating variable, among the employees of Bank X in Sidoarjo. This research applies a quantitative method. The sampling technique used is non-probability sampling with purposive sampling, involving 55 employees of Bank X. The data in this study were analyzed using Structural Equation Modeling (SEM) with the assistance of SmartPLS 3.2.9 software. The result work-life balance does not have a significant effect on either employee performance or work engagement. Organizational trust also does not directly affect employee performance, but it has a significant and positive influence on work engagement. Furthermore, work engagement has a significant and positive impact on employee performance. Work engagement does not mediate the relationship between work-life balance and employee performance, but it does mediate the effect of organizational trust on employee performance.
Pengaruh fun workplace dan work environment terhadap work engagement melalui job sastisfaction pada tenaga kependidikan di perguruan tinggi Grace Olivia Wakum; Budiono
Jurnal Ilmu Manajemen Vol. 14 No. 1 (2026)
Publisher : Universitas Negeri Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26740/jim.v14n1.p115-128

Abstract

This research aims to determine and explain the effect of fun workplace and work environment on work engagement through job satisfaction on educational staff at a public university. This research is classified as quantitative research with a population of 50 university educational staff, and the sampling technique used is a saturated sampling method, resulting in a total sample of 50 respondents. The statistical analysis used in this research was Structural Equation Modeling (SEM) with the help of SmartPLS software. The results of this research show that fun workplace has no significant effect on work engagement, work environment has a significant positive effect on work engagement, job satisfaction has a significant positive effect on work engagement, fun workplace has a significant positive effect on job satisfaction, work environment has a significant positive effect on job satisfaction, job satisfaction is able to mediate the effect of a fun workplace on work engagement, and job satisfaction is able to mediate the effect of the work environment on work engagement. The implications of this study suggest that to enhance the effectiveness of the fun workplace program, institutions should incorporate fun into daily routines instead of depending only on occasional major events. This includes morning briefings with ice breakers and informal interaction spaces. These should be aligned with the faculty’s formal culture to ensure appropriateness. Furthermore, the study suggests supportive leadership approach including constructive feedback, task rotation, and fair performance evaluations to improve staff well-being and development.
The Pengaruh Flexible Working Arrangement dan Work Environment terhadap Employee Performance Melalui Work Engagement Pada Karyawan Kantor Pelayanan Kekayaan Negara dan Lelang (KPKNL) Surabaya Anggita Eryka Putri; Budiono
Jurnal Ilmu Manajemen Vol. 14 No. 3 (2026)
Publisher : Universitas Negeri Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26740/jim.v14n3.p864-879

Abstract

This study aims to analyze the effect of flexible working arrangements and work environment on employee performance through work engagement at the Surabaya State Property and Auction Service Office (KPKNL). This study was motivated by the implementation of flexible working arrangements in KPKNL Surabaya and the need to examine their relevance to employee performance in the public sector. Although employee performance at KPKNL Surabaya remains within the green performance category, achieving organizational targets is increasingly accompanied by rising demands and workloads, making employee performance an important issue to examine. The study employed a quantitative survey approach, with 58 employees selected through saturated sampling. Data were collected using structured questionnaires and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) in SmartPLS 4.0. The results indicate that flexible working arrangements have a positive and significant effect on employee performance and work engagement. Meanwhile, work environment has a negative and significant effect on employee performance but does not significantly affect work engagement. Work engagement does not significantly affect employee performance. Furthermore, work engagement does not significantly mediate the relationship between flexible working arrangements and employee performance, while it significantly mediates the relationship between work environment and employee performance. This study contributes to the understanding of flexible working arrangements in public sector organizations and provides practical implications for optimizing flexible working policies to support employee performance.
Co-Authors Ahmad Alfajri Prasetya Anggita Eryka Putri Grace Olivia Wakum Nadila Puteri Ayuningtyas