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The Effect of Leadership and Motivation on Organizational Commitment at PT. Indo Perkasa Indonesia in Tangerang Eka, Priehadi Dhasa
PINISI Discretion Review Volume 1, Issue 2, March 2018
Publisher : Universitas Negeri Makassar

Leadership plays an important role because leaders will move different subordinates. The purpose of this study was to determine the effect of leadership and motivation on organizational commitment at PT. Indo Perkasa Indonesia in Tangerang. The method used in this research is descriptive with an associative approach, the sampling technique used is proportional random sampling using the census or saturated sampling method with a sample of 80 respondents. The analysis tool uses instrument testing, classical assumption testing, regression testing, determination coefficient testing and hypothesis testing. The results of the study concluded that there is a positive and significant influence both partially and simultaneously between leadership and motivation on organizational commitment with a contribution of 0.503 or 50.3% while the remaining 49.7% is influenced by other factors. Hypothesis testing obtained Fcount> Ftable (38,975> 2,720) thus H0 is rejected and H3 is accepted meaning that there is a positive and significant effect simultaneously between leadership and motivation on organizational commitment at PT. Indo Perkasa Indonesia in Tangerang.

Pengaruh Kompensasi dan Pengembangan Karir terhadap Kinerja Karyawan PT Trijaya Anugrah Kreasi Kabupaten Bogor Wahyuni, Nila; Eka, Priehadi Dhasa
Jurnal Ilmiah PERKUSI Vol. 4 No. 4 (2024): PERKUSI
Publisher : Universitas Pamulang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32493/j.perkusi.v4i4.43981

Tujuan dari penelitian ini adalah untuk mengetahui pengaruh kompensasi dan pengembangan karir terhadap kinerja karyawan pada PT Trijaya Anugrah Kreasi Kabupaten Bogor. Populasi dalam penelitian ini adalah seluruh karyawan PT Trijaya Anugrah Kreasi Kabupaten Bogor yang berjumlah 50 karyawan. Penentuan jumlah sampel yang diambil sebagai responden dengan menggunakan sampel jenuh yaitu menggunakan seluruh populasi menjadi sampel. Teknik pengumpulan data yang digunakan dalam penelitian ini adalah Angket (Quesioner) dan wawancara. Teknik analisis yang digunakan dalam penelitian ini adalah uji validitas, uji reliabilitas, uji asumsi klasik, analisis regresi, koefisien korelasi, koefisien determinasi dan uji hipotesis. Hasil penelitian ini adalah kompensasi berpengaruh positif dan signifikan terhadap kinerja karyawan dengan nilai koefisien determinasi sebesar 44,1% dan uji hipotesis diperoleh t hitung > t tabel atau (6,158 > 2,011). Pengembangan karir berpengaruh positif dan signifikan terhadap kinerja karyawan dengan nilai koefisien determinasi sebesar 61,1% dan uji hipotesis dperoleh t hitung > t tabel atau (8,685 > 2,011). Kompensasi dan pengembangan karir secara simultan berpengaruh positif dan signifikan terhadap kinerja karyawan dengan persamaan regresi Y = 9,530 + 0,981X1 + 0,746X2. Nilai koefisien determinasi sebesar 61,4% sedangkan sisanya sebesar 38,6% dipengaruhi oleh faktor lain. Uji hipotesis diperoleh nilai F hitung > F tabel atau (75,423 > 3,20).

THE INFLUENCE OF WORK MOTIVATION AND DISCIPLINE ON EMPLOYEE PERFORMANCE AT BANK BNI AMPERA BRANCH JAKARTA Kurniawan, Prasetyo; Eka, Priehadi Dhasa; Marlinah, Henni
International Journal Multidisciplinary Science Vol. 3 No. 2 (2024): June: International Journal Multidiciplinary
Publisher : Asosiasi Dosen Muda Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56127/ijml.v3i2.1300

This research aims to evaluate the impact of motivation and work discipline on employee performance at PT Bank Negara Indonesia (Persero) Tbk Ampera Branch, South Jakarta. The method was quantitative, with a sampling technique using saturated sampling, resulting in 75 respondents. Data analysis includes validity testing, reliability testing, classical assumption testing, regression analysis, correlation coefficient, coefficient of determination, and hypothesis testing. The research results show that motivation has a significant influence on employee performance. Likewise, work discipline also has a significant influence on employee performance. Simultaneously, motivation and work discipline significantly affect employee performance, with the regression equation Y = 7.274 + 0.402X1 + 0.438X2. The coefficient of determination reached 65.3%, while other factors influenced the remaining 34.7%.

Pemberdayaan Keterampilan Dalam Menghasilkan Produk Seni Desa Cicalengka Kelurahan Pagedangan Tangerang Octaviani, Irma Sari; Pricilla, Lidya; Eka, Priehadi Dhasa
Jurnal Pengabdian kepada Masyarakat : Kreasi Mahasiswa Manajemen Vol. 4 No. 1 (2024): Jurnal Pengabdian kepada Masyarakat : Kreasi Mahasiswa Manajemen
Publisher : Unpam Press

Show Abstract | Download Original | Original Source | Check in Google Scholar

Keberadaan Limbah Rumah Tangga (sampah) yang dihasilkan akibat aktivitas manusia, mempunyai banyak dampak pada manusia dan lingkungan sekitar. Sampah plastik sangat berpotensi untuk dijadikan bahan alternatif untuk meningkatkan kebutuhan ekonomi terhadap kelompok masyarakat. Selanjutnya target khusus yang juga ingin dicapai dalam pengabdian ini adalah memberikan ilmu/teknologi tentang pemanfaatan limbah anorganik kepada masyarakat khususnya yang berada di Kelurahan Pagedangan Tangerang Kecamatan Medan satria Tangerang. Selain pelatihan keterampilan membuat kerajinan tangan, kelompok ibu-ibu tersebut diberikan pengetahuan tentang pengelolaan manejemen usaha dan organisasi. Metode yang akan digunakan yakni pelatihan terbimbing, metode diskusi grup, ceramah, partisipatif, dan latihan. Data yang akan digunakan berupa data masyarakat yang bertempat tinggal di Kelurahan Pagedangan Tangerang dapat dihimpun dalam kelompok-kelompok pengrajin dan mampu mengolah mengolah limbah anorganik dari limbah rumah tangga dan lingkungan sekitar dan selanjutnya diberikan pelatihan-pelatihan tentang keterampilan membuat kerajinan tangan dari bahan plastik.hasil dan luaran dari kegiatan PKM ini adalah terwujudnya kelompok ibu ibu yang mendirikan bank sampah di beberapa RW yg terdapat di keluharan Pejuang. Kemudian ditindak lanjuti oleh tim PKM dengan memanfaatkan limbahu norganik menjadi kerajinan tangan yang memiliki nilai ekonomi.

Pengaruh Beban Kerja dan Komitmen Organisasi Terhadap Loyalitas Karyawan pada Human Initiative Depok Eka, Priehadi Dhasa
JEMSI (Jurnal Ekonomi, Manajemen, dan Akuntansi) Vol. 11 No. 1 (2025): Februari 2025
Publisher : Sekretariat Pusat Lembaga Komunitas Informasi Teknologi Aceh

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35870/jemsi.v11i1.3518

This study aims to determine the Effect of Workload and Organizational Commitment on Employee Loyalty at Human Initiative Depok. This study uses a quantitative method with a sample used in this study as many as 53 respondents. The sampling technique uses saturated sample theory. Data collection uses the SPSS 26 program. Data analysis uses validity tests, reliability tests, classical assumption tests, regression analysis, determination coefficient analysis in hypothesis testing. The results of the study and hypothesis show that the value of the regression equation Y = 30.121 + 0.361 X1 T test obtained a t count value> t table or (2.728> 1.675) and with a p value <Sig. 0.050 or (0.050 <= 0.090). Thus H01 is rejected and Ha1 is accepted, meaning that there is no significant effect of workload on employee loyalty. While the T test obtained a t count value> t table or (3.964> 1.675) and is strengthened by a p value <Sig. 0.050 or (0.000 < 0.050). Thus H02 is rejected and Ha2 is accepted, meaning that there is a significant positive influence of organizational commitment on employee loyalty. Workload (X1) and Organizational Commitment (X2) have a significant effect simultaneously on Employee Loyalty (Y). This is evidenced by the regression equation Y = 24.789 + 0.184X1 + 0.398X2. The correlation coefficient value obtained is 0.512, meaning that it has a moderate relationship. The determination coefficient value is 0.261 or 26.1% while the remaining 73.9% is influenced by other factors. The f test obtained the Fcount value> Ftable or (8.894> 2.790) and is strengthened by the p value < Sig. 0.050 or (0.000 <0.050). Thus H03 is rejected and Ha3 is accepted.

Pengaruh Beban Kerja dan Komitmen Organisasi Terhadap Loyalitas Karyawan pada Human Initiative Depok Eka, Priehadi Dhasa
JEMSI (Jurnal Ekonomi, Manajemen, dan Akuntansi) Vol. 11 No. 1 (2025): Februari 2025
Publisher : Sekretariat Pusat Lembaga Komunitas Informasi Teknologi Aceh

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35870/jemsi.v11i1.3518

This study aims to determine the Effect of Workload and Organizational Commitment on Employee Loyalty at Human Initiative Depok. This study uses a quantitative method with a sample used in this study as many as 53 respondents. The sampling technique uses saturated sample theory. Data collection uses the SPSS 26 program. Data analysis uses validity tests, reliability tests, classical assumption tests, regression analysis, determination coefficient analysis in hypothesis testing. The results of the study and hypothesis show that the value of the regression equation Y = 30.121 + 0.361 X1 T test obtained a t count value> t table or (2.728> 1.675) and with a p value <Sig. 0.050 or (0.050 <= 0.090). Thus H01 is rejected and Ha1 is accepted, meaning that there is no significant effect of workload on employee loyalty. While the T test obtained a t count value> t table or (3.964> 1.675) and is strengthened by a p value <Sig. 0.050 or (0.000 < 0.050). Thus H02 is rejected and Ha2 is accepted, meaning that there is a significant positive influence of organizational commitment on employee loyalty. Workload (X1) and Organizational Commitment (X2) have a significant effect simultaneously on Employee Loyalty (Y). This is evidenced by the regression equation Y = 24.789 + 0.184X1 + 0.398X2. The correlation coefficient value obtained is 0.512, meaning that it has a moderate relationship. The determination coefficient value is 0.261 or 26.1% while the remaining 73.9% is influenced by other factors. The f test obtained the Fcount value> Ftable or (8.894> 2.790) and is strengthened by the p value < Sig. 0.050 or (0.000 <0.050). Thus H03 is rejected and Ha3 is accepted.

Pengaruh Pelatihan Kerja dan Lingkungan Kerja Fisik Terhadap Kinerja Karyawan Pada PT Maxley BSD Tangerang Supratman, Putri Alenisa; Eka, Priehadi Dhasa
JURNAL ILMIAH EKONOMI DAN MANAJEMEN Vol. 3 No. 9 (2025): September
Publisher : CV. KAMPUS AKADEMIK PUBLISING

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61722/jiem.v3i9.6440

This study aims to examine the effect of job training and physical work environment on employee performance at PT Maxley BSD Tangerang during the 2024–2025 period. The research employed a quantitative approach with a descriptive design. The sample consisted of all 50 employees using a saturated sampling technique. Data were analyzed using multiple linear regression, t-test, F-test, and the coefficient of determination (R²) with the assistance of SPSS version 27. The results show that partially, job training has no significant effect on employee performance with a significance value of 0.960 > 0.05. In contrast, the physical work environment has a positive and significant effect on employee performance with a significance value of 0.000 < 0.05. Simultaneously, job training and the physical work environment significantly affect employee performance with a significance value of 0.000 < 0.05. The coefficient of determination (R²) of 0.612 indicates that both variables explain 61.2% of the variation in employee performance, while the remaining 38.8% is influenced by other factors outside this study.

SDM BERKUALITAS UNTUK MENINGKATKAN PEMBANGUNAN BERKELANJUTAN DI MASYARAKAT Eka, Priehadi Dhasa; Juanda, Angga; Gunarda, Gunarda; Radiyana, Anisa Putri; Yudistira, Erlangga Restu; Sidiq, Moh. Restu
Devote: Jurnal Pengabdian Masyarakat Global Vol. 4 No. 3 (2025): Devote : Jurnal Pengabdian Masyarakat Global, 2025
Publisher : LPPM Institut Pendidikan Nusantara Global

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55681/devote.v4i3.4688

The community service program, themed "Quality Human Resources to Improve Sustainable Development in the Community," aims to improve the capacity of human resources (HR) to support the achievement of sustainable development goals. This program is designed to provide training, supplies, and education to the community regarding the importance of skilled and educated HR in implementing the principles of sustainable development. In its implementation, this program focuses on improving community knowledge and skills in managing natural resources wisely and implementing environmentally friendly technologies. Various trainings are provided to develop sectors that have the potential to support sustainability, such as sustainable agriculture, renewable energy management, waste management, and water and soil conservation. By introducing these concepts, it is hoped that the community will understand the importance of maintaining ecosystem balance and managing natural resources without damaging the environment. In addition, this program also focuses on developing local leadership, by providing managerial and leadership skills training to community members. This aims to enable them to become agents of change capable of implementing sustainable development ideas at the local level. The training also covers work ethics, social skills, and organizational management, which will help them manage sustainable development projects more effectively. With an integrated, community-based approach, this community service program is expected to produce human resources who are not only skilled and qualified but also able to play an active role in creating a better environment and a more independent society. Through human resource empowerment, it is hoped that sustainable development can be achieved, which will positively impact the well-being of society as a whole.

PENGARUH TINGKAT STRES PEGAWAI DAN LINGKUNGAN KERJA TERHADAP KINERJA PEGAWAI DI BPIW KEMENTERIAN PU DI JAKSEL kasum, muhammad aly; Eka, Priehadi Dhasa
Progressus Humanitatis Vol 1 No 1 (2025): Progressus Humanitatis
Publisher : Yayasan Berkah Abadi Mulia Bersama

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70285/4b3xbq83

Penelitian ini bertujuan untuk menganalisis pengaruh tingkat stres kerja dan lingkungan kerja terhadap kinerja pegawai di Badan Pengembangan Infrastruktur Wilayah Kementerian PUPR Jakarta Selatan, baik secara parsial maupun simultan. Menggunakan metode asosiatif dengan teknik sampling jenuh, penelitian ini melibatkan 52 responden. Analisis data dilakukan melalui uji validitas, reliabilitas, asumsi klasik, regresi linear, korelasi, determinasi, dan uji hipotesis. Hasil penelitian menunjukkan bahwa stress kerja memiliki pengaruh signifikan terhadap kinerja pegawai, sebagaimana ditunjukkan oleh nilai koefisien regresi sebesar 0,588 dan koefisien korelasi 0,722, yang mencerminkan hubungan kuat dengan kontribusi sebesar 52,1%. Uji t menghasilkan nilai 7,380 > 2,009, sehingga H₀ ditolak dan H₁ diterima. Sementara itu, lingkungan kerja juga berpengaruh signifikan terhadap kinerja pegawai dengan koefisien regresi 0,662, korelasi 0,666, dan determinasi 44,4%. Uji t menghasilkan nilai 6,316 > 2,009, yang berarti H₂ diterima. Secara simultan, stres kerja dan lingkungan kerja secara bersama-sama berpengaruh signifikan terhadap kinerja pegawai dengan persamaan regresi Y = 7,948 + 0,417X₁ + 0,389X₂. Nilai koefisien korelasi 0,794 menunjukkan hubungan yang kuat, dengan determinasi 63,1%, sementara sisanya 36,9% dipengaruhi oleh variabel lain. Uji F menunjukkan F hitung 41,856 > 2,790, sehingga H₀ ditolak dan H₃ diterima. Dengan demikian, kedua variabel independen terbukti memiliki pengaruh signifikan terhadap kinerja pegawai, baik secara parsial maupun simultan. Kata Kunci: tingkat stress pegawai, lingkungan kerja, kinerja pegawai

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