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All Journal JIMFE (Jurnal Ilmiah Manajemen Fakultas Ekonomi) BISMA (Bisnis dan Manajemen)
Ahmad Firza Fahreza Sani
Universitas Brawijaya
Economics, Econometrics & Finance Social Sciences

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Does trust matter? examining the impact of socialisation, knowledge, and religiosity on employee performance in banking sector Lempang Hasibuan; Achmad Sani Supriyanto; Vivin Maharani Ekowati; Ikhsan Maksum; Ryan Basith Khan; Ahmad Firza Fahreza Sani; Forbis Ahamed
BISMA (Bisnis dan Manajemen) Vol. 18 No. 1 (2025)
Publisher : Universitas Negeri Surabaya, Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26740/bisma.v18n1.p66-85

Abstract

Knowledge is a critical factor in improving performance and achieving competitive advantage. The purpose of this study is to determine the mediating role of trust in the relationship of socialisation, knowledge, and religiosity toward employee performance in banking sector. This research is quantitative with an explanatory approach. This study surveyed 200 employees of a sharia bank in Indonesia and collected 112 respondents return the questioner. The data analysed using Partial Least Squares Structural Equation Modelling (SEM-PLS). This study confirms that socialisation and knowledge do not affect employee performance directly. Religiosity affects employee performance. Trust mediates the effect of socialisation, knowledge, and religiosity on employee performance. The study provides new evidence on trust in Islamic banking sector related to socialisation, knowledge, religiosity and employee performance. Managers in Islamic banks should strengthen internal socialisation and knowledge-sharing programs that are grounded in religious values to foster greater trust among employees. By prioritising trust-building, managers can enhance employee commitment and overall performance, creating a more cohesive and value-driven organisational culture.
BUILDING EMPLOYEE PERFORMANCE: THE ROLE OF REWARD AND PUNISHMENT MEDIATED BY WORK DISCIPLINE Vivin Maharani Ekowati; Achmad Sani Supriyanto; Viola Putri Permadani; Ahmad Firza Fahreza Sani
JIMFE (Jurnal Ilmiah Manajemen Fakultas Ekonomi) Vol 10, No 2 (2024): Vol 10, No. 2 (2024)
Publisher : Universitas Pakuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.34203/jimfe.v10i2.9686

Abstract

ABSTRACTThe research aims to test and analyze the effect of reward and punishment on employee performance and determine whether work discipline mediates the effect of reward on employee performance and whether work discipline mediates the effect of punishment on employee performance. The population of this research is PDAM Malang employees, totaling 329 permanent employees. The sample size was determined using the Slovin formula with a precision of 10%, so the sample size was 77 employees. The sample determination method used was simple random sampling. The research method uses Path Analysis. The research results show that reward and punishment do not directly influence employee performance. Work discipline mediates the effect of reward and punishment on employee performance. Work discipline can help employees better understand their work and provide more insight into evaluating their performance. The findings of this research can be applied to improve employee performance by giving rewards and applying punishment through work discipline so that organizational goals can be achieved.ABSTRAKTujuan penelitian adalah untuk menguji dan menganalisis pengaruh reward dan punishment terhadap kinerja karyawan, disiplin kerja memediasi pengaruh reward terhadap kinerja karyawan, dan disiplin kerja memediasi pengaruh punishment terhadap kinerja karyawan. Populasi penelitian ini adalah karyawan PDAM Malang berjumlah 329 pegawai tetap. Jumlah sampel ditentukan dengan menggunakan rumus Slovin dengan presisi 10% maka ukuran sampel adalah 77 orang pegawai. Metode penentuan sampel yang digunakan yaitu simple random sampling. Metode penelitian menggunakan Path Analysis. Hasil penelitian menunjukkan bahwa reward dan punishment tidak memiliki pengaruh langsung terhadap kinerja pegawai. Disiplin kerja memediasi pengaruh reward dan punishment terhadap kinerja pegawai. Disiplin kerja dapat membantu pegawai lebih memahami pekerjaan dan memberikan pemahaman lebih tentang evaluasi atas kinerja mereka. Temuan penelitian ini dapat diaplikasikan untuk meningkatkan kinerja karyawan dengan memberikan penghargaan dan menerapkan hukuman melalui disiplin kerja, sehingga tujuan organisasi dapat tercapai.
Co-Authors Achmad Sani Supriyanto Achmad Sani Supriyanto Forbis Ahamed Ikhsan Maksum Lempang Hasibuan Ryan Basith Khan Viola Putri Permadani Vivin Maharani Ekowati Vivin Maharani Ekowati