Article Per Year (5 Year)
p-Index From 2021 - 2026
0.408
P-Index
This Author published in this journals
All Journal Optimal: Jurnal Ekonomi dan Manajemen
Ai Elis Karlinda
Institut UPI YPTK Padang

Published : 2 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 2 Documents
Search

 1 
Pengaruh Stres Kerja dan Konflik Kerja terhadap Produktivitas Kerja Karyawan melalui Kepuasan Kerja sebagai Variable Intervening pada PT. Binapratama Sakatojaya SS II Zilfa Aulia Marsandi; Marta Widian Sari; Ai Elis Karlinda
OPTIMAL Jurnal Ekonomi dan Manajemen Vol. 6 No. 2 (2026): Juni: OPTIMAL: Jurnal Ekonomi dan Manajemen
Publisher : Lembaga Pengembangan Kinerja Dosen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/optimal.v6i2.10905

Abstract

This study aims to determine the extent of the influence of Job Stress and Work Conflict on Employee Work Productivity through Job Satisfaction as an Intervening Variable at PT. Binapratama Sakatojaya SS II using a data analysis method using a questionnaire, with a sample of 63 respondents. The data analysis method used is Structural Equation Modeling (SEM) using the Partial Least Square (PLS) program. Based on the results of this study, it shows that: (1) Job Stress has a negative and insignificant effect on Job Satisfaction at PT. Binapratama Sakatojaya SS II. (2) Work conflict has a negative and insignificant effect on Job Satisfaction at PT. Binapratama Sakatojaya SS II. (3) Work stress has a significant effect on Work Productivity at PT. Binapratama Sakatojaya SS II. (4) Work conflict has a negative and insignificant effect on Work Productivity at PT. Binapratama Sakatojaya SS II. (5) Job satisfaction has a positive and significant effect on Work Productivity at PT. Binapratama Sakatojaya SS II. (6) Work stress does not significantly influence work productivity through job satisfaction. Therefore, existing work stress through job satisfaction will result in decreased work productivity if directly influenced by work stress at PT. Binapratama Sakatojaya SS II. (7) Work conflict does not significantly influence work productivity through job satisfaction. Therefore, increasing work conflict through job satisfaction will result in decreased work productivity if directly influenced by work conflict at PT. Binapratama Sakatojaya SS II.
Pengaruh Semangat Kerja dan Pengembangan Karir terhadap Kinerja Pegawai dengan Komitmen Organisasi sebagai Variabel Intervening pada Puskesmas Pasar Baru, Bayang, Pesisir Selatan Viona Billa Ababil; Marta Widian Sari; Ai Elis Karlinda
OPTIMAL Jurnal Ekonomi dan Manajemen Vol. 6 No. 2 (2026): Juni: OPTIMAL: Jurnal Ekonomi dan Manajemen
Publisher : Lembaga Pengembangan Kinerja Dosen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/optimal.v6i2.10906

Abstract

This study aims to determine the effect of work Engagement and career development on employee performance through organizational commitment as an intervention variable. The population of this study was 46 employees of the Pasar Baru Community Health Center, Bayang, Pesisir Selatan. The sampling technique used in this study was a saturated sampling method, with a sample size of 46 employees. Data collection was carried out using a questionnaire that had been tested for validity and reliability. The data analysis technique in this study used the SmartPLS 4 Structural Equation Modeling (SEM) method. The results of the study indicate that Work Engagement has no significant effect on Organizational Commitment, Career Development has a significant effect on Organizational Commitment, Work Engagement has no significant effect on Employee Performance, Career Development has a significant effect on Employee Performance, Organizational Commitment has no significant effect on Employee Performance, Work Engagement has no significant effect on Employee Performance through Organizational Commitment, Career Development has no significant effect on Employee Performance through Organizational Commitment, Work Engagement and Career Development contribute 66.8% to Organizational Commitment and Work Engagement, Career Development and Organizational Commitment contribute 69.6% to Employee Performance.
Co-Authors Marta Widian Sari Viona Billa Ababil Zilfa Aulia Marsandi