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Pengaruh Program Retensi dan Kualitas Supervisi terhadap Kinerja Karyawan Kuik Mart Pangandaran Asri Nur Azizah; Sri Suwarsi; Indra Fajar Alamsyah
Bandung Conference Series: Business and Management 869-878
Publisher : UNISBA Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/bcsbm.v6i2.25467

Abstract. This study aims to determine the impact of retention programs and supervision quality on employee performance at KUICK Mart Pangandaran. The study is motivated by a decline in employee performance, evidenced by absenteeism rates and suboptimal performance outcomes. A quantitative method with a verificative approach was employed. The study population consisted of all KUICK Mart Pangandaran employees, with a sample size of 60 respondents. Data were collected via questionnaires and analyzed using multiple linear regression with the aid of SPSS 25 software. The results indicate that retention programs, supervision quality, and employee performance all fall within the moderate category. Regression analysis reveals that retention programs and supervision quality have a significant simultaneous effect on employee performance. The coefficient of determination shows that these two independent variables account for 42.2% of the variation in employee performance, with the remainder influenced by factors outside the scope of this study. Individually, supervision quality exerts a more dominant influence than retention programs. These findings highlight the importance for the company to enhance retention strategies and strengthen supervisory competence to support improved employee performance. Abstrak. Penelitian ini bertujuan untuk mengetahui pengaruh program retensi dan kualitas supervisi terhadap kinerja karyawan pada KUICK Mart Pangandaran. Latar belakang penelitian didasarkan pada fenomena penurunan kinerja karyawan yang terlihat dari tingkat ketidakhadiran dan belum optimalnya pencapaian kinerja. Penelitian menggunakan metode kuantitatif dengan pendekatan verifikatif. Populasi penelitian adalah seluruh karyawan KUICK Mart Pangandaran dengan jumlah sampel sebanyak 60 responden. Teknik pengumpulan data dilakukan melalui kuesioner, sedangkan analisis data menggunakan regresi linear berganda dengan bantuan SPSS 25. Hasil penelitian menunjukkan bahwa program retensi berada pada kategori sedang, kualitas supervisi berada pada kategori sedang, dan kinerja karyawan berada pada kategori sedang. Hasil analisis regresi menunjukkan bahwa program retensi dan kualitas supervisi secara simultan berpengaruh signifikan terhadap kinerja karyawan. Koefisien determinasi menunjukkan bahwa kedua variabel independen mampu menjelaskan perubahan kinerja karyawan sebesar 42,2%, sedangkan sisanya dipengaruhi faktor lain di luar penelitian. Secara parsial, kualitas supervisi memberikan pengaruh yang lebih dominan dibandingkan program retensi. Temuan penelitian ini menunjukkan pentingnya perusahaan meningkatkan strategi retensi serta memperkuat kompetensi supervisi untuk mendukung peningkatan kinerja karyawan.

Pengaruh Job Insecurity dan Job Stress terhadap Job Burnout Karyawan (Studi pada PT Caladi 59 (C59) di Kota Bandung) Zahrany Qurota'ayuni; Sri Suwarsi; Allya Rosallyn Assyofa
Bandung Conference Series: Business and Management 1017-1024
Publisher : UNISBA Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/bcsbm.v6i2.26016

Abstract. This study aims to examine the effect of job insecurity and job stress on job burnout among employees of PT Caladi 59 (C59) in Bandung City, a local clothing and fashion company that has experienced significant business contraction since the Covid-19 pandemic. The decline of the textile and garment industry, marked by branch closures and organizational restructuring, has created psychological uncertainty and work pressure that potentially trigger burnout among employees. This research uses a quantitative method with descriptive and verificative approaches. The population and sample consisted of 43 permanent employees, determined through saturated sampling. Data were collected through questionnaires using a five-point Likert scale, supported by interviews and document review, and analyzed using multiple linear regression with the assistance of SPSS version 25. The results show that job insecurity is in the moderate category (mean score 2.97), while job stress and job burnout are both in the high category (mean scores 3.72 and 3.50, respectively). Job insecurity partially has a positive and significant effect on job burnout (t = 12.556; R² = 0.794). Job stress partially has a positive and significant effect on job burnout (t = 14.292; R² = 0.833). Simultaneously, job insecurity and job stress have a positive and significant effect on job burnout (F = 124.237; R² = 0.861), explaining 86.1% of the variance in job burnout, with job stress contributing relatively more strongly than job insecurity. The company is advised to develop sustainable human resource policies addressing both job insecurity and job stress to minimize the risk of employee burnout. Abstrak. Penelitian ini bertujuan untuk mengetahui pengaruh job insecurity dan job stress terhadap job burnout pada karyawan PT Caladi 59 (C59) di Kota Bandung, sebuah perusahaan konveksi dan fashion lokal yang mengalami penyusutan bisnis signifikan sejak pandemi Covid-19. Penurunan kinerja industri tekstil, yang ditandai dengan penutupan sejumlah cabang dan perubahan struktur organisasi, menimbulkan ketidakpastian psikologis dan tekanan kerja yang berpotensi memicu burnout pada karyawan. Penelitian ini menggunakan metode kuantitatif dengan pendekatan deskriptif dan verifikatif. Populasi dan sampel berjumlah 43 karyawan tetap yang ditentukan melalui teknik sampling jenuh. Data dikumpulkan melalui kuesioner dengan skala Likert lima poin, didukung wawancara dan document review, kemudian dianalisis menggunakan regresi linear berganda dengan bantuan SPSS versi 25. Hasil penelitian menunjukkan bahwa job insecurity berada pada kategori sedang (skor rata-rata 2,97), sedangkan job stress dan job burnout berada pada kategori tinggi (skor rata-rata 3,72 dan 3,50). Job insecurity secara parsial berpengaruh positif dan signifikan terhadap job burnout (t = 12,556; R² = 0,794). Job stress secara parsial berpengaruh positif dan signifikan terhadap job burnout (t = 14,292; R² = 0,833). Secara simultan, job insecurity dan job stress berpengaruh positif dan signifikan terhadap job burnout (F = 124,237; R² = 0,861), yang menjelaskan 86,1% variasi job burnout, dengan job stress memberikan kontribusi lebih besar dibandingkan job insecurity. Perusahaan disarankan menyusun kebijakan sumber daya manusia yang berkesinambungan guna menekan job insecurity dan job stress sehingga risiko burnout karyawan dapat diminimalkan.

Pengaruh Situational Leadership dan Lingkungan Kerja terhadap Affective Commitment (Studi Kasus Gen Z pada PT Sanbe Farma di Tamansari, Bandung) Argya Helfiz; Sri Suwarsi
Bandung Conference Series: Business and Management 1051-1058
Publisher : UNISBA Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/bcsbm.v6i2.26224

Abstract. This study aims to analyze the influence of situational leadership and the work environment on affective commitment among employees at PT Sanbe Farma, Tamansari Bandung. Utilizing a quantitative method with descriptive and verification approaches, data were collected through questionnaires distributed to 47 respondents. The analytical tools included multiple regression, correlation, coefficient of determination, F-test, and t-test. The results show that all research instruments are reliable, with Cronbach's Alpha values of 0.950 for situational leadership, 0.974 for the work environment, and 0.882 for affective commitment.The achievement levels of the variables fall into good to very good categories: situational leadership reaches 76.3%, the work environment 79.2%, and affective commitment 80.5%. Hypothesis testing proves that situational leadership and the work environment, both partially and simultaneously, have a positive and significant effect on the affective commitment of PT Sanbe Farma employees. Abstrak. Penelitian ini bertujuan menganalisis pengaruh Situational Leadership dan lingkungan kerja terhadap affective commitment pada karyawan PT Sanbe Farma Tamansari Bandung menggunakan metode kuantitatif dengan pendekatan deskriptif dan verifikatif, di mana data dikumpulkan melalui kuesioner kepada 47 responden dan dianalisis menggunakan regresi berganda, korelasi, koefisien determinasi, uji F, serta uji t. Hasil penelitian menunjukkan bahwa seluruh instrumen reliabel dengan nilai Cronbach's Alpha Situational Leadership sebesar 0,950, lingkungan kerja sebesar 0,974, dan affective commitment sebesar 0,882, serta tingkat pencapaian variabel berada pada kategori baik hingga sangat baik yaitu Situational Leadership mencapai 76,3%, lingkungan kerja 79,2%, dan affective commitment mencapai 80,5%. Lebih lanjut, hasil pengujian hipotesis membuktikan bahwa Situational Leadership dan lingkungan kerja, baik secara parsial maupun simultan, berpengaruh positif dan signifikan terhadap affective commitment karyawan PT Sanbe Farma.

Beban Kerja dan Burnout Dosen Chotibbul Umam; Sri Suwarsi; Aditia Wirayudha
Bandung Conference Series: Business and Management 1119-1126
Publisher : UNISBA Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/bcsbm.v6i2.26281

Abstract. A high and complex workload among faculty members can increase the risk of burnout, particularly when the demands of the three pillars of higher education are not balanced by adequate workload management. This study analyzes the effect of workload on burnout among tenured faculty at the Faculty of Economics and Business, Bandung Islamic University, using a quantitative descriptive and causal-associative approach. The population comprised 67 tenured faculty members for the 2025/2026 academic year, selected through census sampling; 41 valid questionnaires were obtained. Data were collected via a Likert-scale questionnaire and analyzed using the Method of Successive Intervals, validity and reliability tests, descriptive analysis, classical assumption tests, simple linear regression, t-tests, and the coefficient of determination. Results show workload falls into the high category (70.1%), while burnout falls into the moderate category (53.1%). Workload has a positive and significant effect on burnout (t = 3.095, p = 0.004), with a coefficient of determination of 19.7%, indicating workload explains 19.7% of burnout variation while 80.3% stems from other factors. These findings highlight the importance of proportional and equitable workload management to prevent burnout and maintain the quality of academic human resources.Abstrak. Beban kerja dosen yang tinggi dan kompleks dapat meningkatkan risiko burnout, terutama ketika tuntutan tridarma perguruan tinggi tidak diimbangi dengan pengelolaan beban kerja yang memadai. Penelitian ini bertujuan untuk menganalisis pengaruh beban kerja terhadap burnout pada dosen tetap Fakultas Ekonomi dan Bisnis Universitas Islam Bandung. Penelitian menggunakan pendekatan kuantitatif dengan jenis penelitian deskriptif dan asosiatif kausal. Populasi penelitian berjumlah 67 dosen tetap tahun akademik 2025/2026 dengan teknik sensus sampling, dan diperoleh 41 kuesioner yang layak diolah. Data dikumpulkan melalui kuesioner berskala Likert dan dianalisis menggunakan Method of Successive Interval (MSI), uji validitas, reliabilitas, analisis deskriptif, uji asumsi klasik, regresi linier sederhana, uji-t, dan koefisien determinasi. Hasil penelitian menunjukkan bahwa beban kerja berada pada kategori tinggi dengan skor rata-rata 70,1%, sedangkan burnout berada pada kategori cukup dengan skor rata-rata 53,1%. Beban kerja berpengaruh positif dan signifikan terhadap burnout, ditunjukkan oleh nilai t hitung 3,095 dan signifikansi 0,004. Koefisien determinasi sebesar 19,7% menunjukkan bahwa beban kerja menjelaskan 19,7% variasi burnout, sedangkan 80,3% dipengaruhi faktor lain. Temuan ini mengimplikasikan pentingnya pengelolaan beban kerja secara proporsional dan berkeadilan untuk mencegah burnout dan menjaga kualitas sumber daya manusia akademik.

Pengaruh Kompensasi dan Kompetensi terhadap Kinerja Guru MAN 1 Cianjur Ginan Fakhriza; Sri Suwarsi; Indra Fajar Alamsyah
Bandung Conference Series: Business and Management 1155-1164
Publisher : UNISBA Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/bcsbm.v6i2.26287

Abstract. Teacher performance is a primary determinant of educational quality in madrasah. A preliminary survey at Madrasah Aliyah Negeri (MAN) 1 Cianjur indicated that teacher performance had not reached an optimal level, presumably related to inadequate compensation and unevenly developed competence. This study aims to describe the conditions of compensation, competence, and teacher performance, and to analyse the effect of compensation and competence on teacher performance at MAN 1 Cianjur, both partially and simultaneously. A quantitative approach was applied using descriptive and verificative methods. The population comprised 74 active teachers, and 73 of them completed the questionnaire through saturated sampling. Data were collected through a Likert-scale questionnaire of 44 items tested for validity and reliability, supported by observation and documentary study, and analysed using a continuum line and multiple linear regression. The findings show that teacher compensation falls into the fairly good category, with weaknesses in achievement-based incentives and welfare facilities, whereas competence and teacher performance fall into the good category. Both partially and simultaneously, compensation and competence have a positive and significant effect on teacher performance, with competence as the most dominant predictor. Improving teacher performance will therefore be more effective when competence development through continuous professional development is carried out alongside improvements to the compensation system. Abstrak. Kinerja guru merupakan faktor penentu utama mutu penyelenggaraan pendidikan di madrasah. Hasil pra-penelitian di MAN 1 Cianjur menunjukkan indikasi belum optimalnya kinerja guru yang diduga berkaitan dengan kompensasi yang dinilai belum memadai serta kompetensi yang belum berkembang merata. Penelitian ini bertujuan mengetahui kondisi kompensasi, kompetensi, dan kinerja guru, serta menganalisis pengaruh kompensasi dan kompetensi terhadap kinerja guru di MAN 1 Cianjur, baik secara parsial maupun simultan. Penelitian menggunakan pendekatan kuantitatif dengan metode deskriptif dan verifikatif. Populasi adalah seluruh guru aktif sebanyak 74 orang, dan 73 di antaranya mengisi kuesioner secara lengkap melalui teknik sampling jenuh. Data dikumpulkan melalui kuesioner berskala Likert yang terdiri atas 44 item pernyataan yang telah diuji validitas dan reliabilitasnya, dilengkapi observasi dan studi dokumentasi, kemudian dianalisis menggunakan garis kontinum dan regresi linear berganda. Hasil penelitian menunjukkan kompensasi guru berada pada kategori cukup baik dengan kelemahan pada insentif berbasis prestasi dan fasilitas kesejahteraan, sedangkan kompetensi dan kinerja guru berada pada kategori baik. Secara parsial maupun simultan, kompensasi dan kompetensi berpengaruh positif dan signifikan terhadap kinerja guru, dengan kompetensi sebagai variabel paling dominan. Dengan demikian, peningkatan kinerja guru akan lebih efektif apabila penguatan kompetensi melalui pengembangan keprofesian berkelanjutan dilakukan beriringan dengan perbaikan sistem kompensasi.

Pengaruh Disiplin Kerja dan Kualiatas Supervisi terhadap Kinerja Pelayanan Karyawan (Studi pada PDAM Tirta Mukti Cianjur) Muhammad Akbar Faturohman; Sri Suwarsi
Bandung Conference Series: Business and Management 1067-1074
Publisher : UNISBA Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/bcsbm.v6i2.26156

Abstract. The Regional Public Water Utility Company (Perumdam) Tirta Mukti Cianjur is a public service company that plays an important role in fulfilling the community’s need for clean water supply. However, there are still several problems related to employee service performance at Perumdam Tirta Mukti Cianjur. These conditions are presumed to be influenced by work discipline and the quality of supervision that have not been implemented optimally. This study aims to determine the effect of work discipline and supervision quality on employee service performance at Perumdam Tirta Mukti Cianjur. The research method used in this study is a quantitative method with descriptive and verificative approaches. The sampling technique used was non-probability sampling with a saturated sampling technique, in which the entire population of 90 employees was used as the research sample. Data were collected through questionnaires. The research instruments were tested using validity and reliability tests. The data analysis methods used included classical assumption tests, multiple linear regression analysis, coefficient of determination analysis, and hypothesis testing. The results of the study indicate that work discipline has a significant effect on employee service performance. The quality of supervision also has a significant effect on employee service performance. Simultaneously, work discipline and supervision quality have a positive and significant effect on employee service performance at Perumdam Tirta Mukti Cianjur. This indicates that the better the level of work discipline and supervision quality implemented, the higher the service performance provided to the community. Abstrak. Perusahaan Umum Daerah Air Minum (Perumdam) Tirta Mukti Cianjur merupakan perusahaan pelayanan publik yang memiliki peran penting dalam memenuhi kebutuhan masyarakat terhadap penyediaan air bersih. Pada Perumdam Tirta Mukti Cianjur masih ditemukannya permasalahan pada kinerja pelayanan karyawan. Kondisi tersebut diduga dipengaruhi oleh disiplin kerja dan kualitas supervisi yang belum optimal. Penelitian ini bertujuan untuk mengetahui pengaruh disiplin kerja dan kualitas supervisi terhadap kinerja pelayanan karyawan pada Perumdam Tirta Mukti Cianjur. Metode penelitian yang digunakan adalah metode kuantitatif dengan pendekatan deskriptif dan verifikatif. Teknik sampling yang digunakan adalah non-probability sampling dengan menggunakan teknik sampling jenuh dimana seluruh populasi sebanyak 90 orang dijadikan sampel penelitian. Data dikumpulkan melalui penyebaran kuesioner. Pengujian instrumen penelitian ini menggunakan uji validitas dan reliabilitas. Metode analisis data yang digunakan adalah uji asumsi klasik, analisis regresi linear berganda, analisis koefisien determinasi, dan uji hipotesis. Hasil penelitian menunjukkan bahwa disiplin kerja berpengaruh signifikan terhadap kinerja pelayanan karyawan. Kualitas supervisi juga berpengaruh signifikan terhadap kinerja pelayanan karyawan. Secara simultan, disiplin kerja dan kualitas supervisi berpengaruh positif dan signifikan terhadap kinerja pelayanan karyawan pada Perumdam Tirta Mukti Cianjur. Hal ini menunjukkan bahwa semakin baik tingkat disiplin kerja dan kualitas supervisi yang diterapkan, maka semakin meningkat pula kinerja pelayanan yang diberikan kepada masyarakat.

Pengaruh Motivasi Kerja dan Kompensasi terhadap Loyalitas Karyawan Perempuan Tasya Rosyanti; Sri Suwarsi; Indra Fajar Alamsyah
Bandung Conference Series: Business and Management 827-834
Publisher : UNISBA Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/bcsbm.v6i2.25373

Abstract. Employee loyalty is a critical factor for organizational sustainability and productivity, particularly among female employees who often carry a double burden between work and family responsibilities. At PT Cipta Mandiri Wirasakti (CMW) Cirebon, an automotive wiring-harness manufacturer, female employees in the Quality Control Division face limited supervisory feedback and restricted career-development opportunities, while non-financial compensation such as recognition from supervisors remains less than fully satisfying. This study aims to describe work motivation, compensation, and employee loyalty, and to analyze the partial and simultaneous effects of work motivation and compensation on employee loyalty. A quantitative approach with descriptive and verificative methods was applied to 70 female employees selected through saturated sampling. Data were collected via questionnaires and analyzed using multiple linear regression, t-test, F-test, and the coefficient of determination with SPSS version 25. The results show that work motivation, compensation, and employee loyalty are all categorized as high; work motivation and compensation each have a positive and significant partial effect on loyalty, with compensation the more dominant predictor; and both variables simultaneously have a positive and significant effect on loyalty, explaining 96.2% of its variance. Strengthening fair compensation together with fulfilment of employees' psychological needs is recommended to sustain female employee loyalty. Abstrak. Loyalitas karyawan merupakan faktor penting bagi keberlangsungan dan produktivitas organisasi, terutama bagi karyawan perempuan yang kerap memikul peran ganda antara pekerjaan dan keluarga. Di PT Cipta Mandiri Wirasakti (CMW) Cirebon, produsen wiring harness otomotif, karyawan perempuan Divisi Quality Control menghadapi minimnya umpan balik dari atasan dan terbatasnya kesempatan pengembangan karier, sementara kompensasi non-finansial seperti penghargaan dari atasan dinilai belum sepenuhnya memuaskan. Penelitian ini bertujuan untuk mendeskripsikan motivasi kerja, kompensasi, dan loyalitas karyawan, serta menganalisis pengaruh motivasi kerja dan kompensasi terhadap loyalitas karyawan secara parsial maupun simultan. Penelitian menggunakan pendekatan kuantitatif dengan metode deskriptif dan verifikatif terhadap 70 karyawan perempuan yang dipilih melalui teknik sampel jenuh. Data dikumpulkan melalui kuesioner dan dianalisis menggunakan regresi linear berganda, uji t, uji F, dan koefisien determinasi dengan bantuan SPSS versi 25. Hasil penelitian menunjukkan bahwa motivasi kerja, kompensasi, dan loyalitas karyawan berada pada kategori tinggi; motivasi kerja dan kompensasi masing-masing berpengaruh positif dan signifikan secara parsial terhadap loyalitas, dengan kompensasi sebagai prediktor yang lebih dominan; serta kedua variabel secara simultan berpengaruh positif dan signifikan terhadap loyalitas dengan kontribusi sebesar 96,2%. Penguatan kompensasi yang adil serta pemenuhan kebutuhan psikologis karyawan disarankan untuk menjaga loyalitas karyawan perempuan.

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