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All Journal EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis Jurnal Ilmiah Manajemen dan Bisnis (JIMB) Jurnal Maneksi (Management Ekonomi Dan Akuntansi) Syntax Literate: Jurnal Ilmiah Indonesia J-MAS (Jurnal Manajemen dan Sains) JURNAL PENDIDIKAN TAMBUSAI GEMA EKONOMI JIMF (JURNAL ILMIAH MANAJEMEN FORKAMMA) Community Engagement and Emergence Journal (CEEJ) Jurnal Manajemen Jurnal Komunitas: Jurnal Pengabidian Kepada Masyarakat Journal of Economics and Business UBS Jurnal Disrupsi Bisnis Journal of Social Research AKADEMIK: Jurnal Mahasiswa Ekonomi & Bisnis Journal Of Human And Education (JAHE) Jurnal Ekonomika Dan Bisnis Indonesian Journal of Education and Social Science E-Jurnal Manajemen Trisakti School of Management (TSM) Jurnal Pengabdian Masyarakat Ekonomi, Manajemen dan Akuntansi (JPMEMA) Jurnal Ilmiah MEA (Manajemen, Ekonomi, dan Akuntansi) Innovative: Journal Of Social Science Research Enrichment: Journal of Multidisciplinary Research and Development IIJSE JER
Berliyanti, Dita Oki
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Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Energy Engineering Environmental Science Health Professions Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Public Health Social Sciences Other

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Implementation of Gender Equality in the Workplace in Companies Dominated by Men Handayani, Pramita; Berliyanti, Dita Oki
Enrichment: Journal of Multidisciplinary Research and Development Vol. 1 No. 5 (2023): Enrichment: Journal of Multidisciplinary Research and Development
Publisher : International Journal Labs

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55324/enrichment.v1i5.34

Abstract

This study aims to be able to deepen and analyze related to gender equality and its impact on sustainability in companies dominated by male workers. Gender equality faces challenges in its implementation. In 2023, Indonesia is recorded to rise to rank 87 in the world ranking of gender equality. The acquisition of this ranking was not very good because behind the ranking, the value of Indonesia's gender implementation turned out to be stagnant at 0.697 points. Indonesia is fortunate because of the decline in the value of gender equality implementation around the world. One of the challenges in implementing gender equality is the opportunity for women to be able to get the opportunity to work and at the same time develop careers. In the world of work, there are two industry groups based on data donated by men. The two industries are mining and manufacturing. Realizing this, several companies in both industries began to implement their gender equality programs. As for being able to achieve the objectives of the research, the research method used is qualitative. Data collection techniques include in-depth interviews, observations, and documentation studies. The results of this study state that gender equality in the company can be reviewed in several parts such as policies, governance, challenges in implementation, employee perceptions, and of course employee commitment to attitudes to implement gender equality. This research also includes suggestions for seeking program development in the company and opens up further research related to gender equality in the future.
Antaseden Work Engagement pada Karyawan Hotel Aston di Jakarta Barat Pasya, Rebilo; Berliyanti, Dita Oki
J-MAS (Jurnal Manajemen dan Sains) Vol 9, No 1 (2024): April
Publisher : Universitas Batanghari

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33087/jmas.v9i1.857

Abstract

The purpose of this study was to analyze the effect of Organizational Health and Perceived Organizational Support on Work Engagement among 4-star hotel employees in Jakarta. Data was collected from 215 employees working at 4-star hotels in Jakarta. The data collection technique used in this study was non- probability sampling with a purposive sampling method. The technique used to analyze this research is an instrumental test in the form of validity, reliability and hypothesis testing using the Multiple Regression with SPSS software. The results of testing the hypothesis in this study indicate that there is a positive influence between Organizational Health on Work Engagement and there is a positive influence between Perceived Organizational Support on Work Engagement. Managerial implications can be given to continue to increase Perceived Organizational Health and Organizational Support so that employee Work Engagement increases.
PROCESS ANALYSIS AND IMPACT OF PARTNERSHIPS BETWEEN COMPANIES AND NONPROFITS ON CSR PROGRAMS Pane, Rodiannauli; Berliyanti, Dita Oki
Journal of Social Research Vol. 3 No. 2 (2024): Journal of Social Research
Publisher : International Journal Labs

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55324/josr.v3i2.1930

Abstract

Indonesia regulates the initiation of social responsibility activities with the Limited Liability Company Law Number 40 of 2007. Initiation Corporate social responsibility activities or more popularly known as corporate social responsibility (CSR) is basically a need for corporations to be able to interact with local communities as a form of society as a whole. Corporate social responsibility activities will strengthen national development. Efforts to support sustainable development in some companies implement programs by synergizing with non-profit institutions. Companies and non-profit organizations enter into partnerships to provide joint solutions to various social problems in areas such as Health, Education and poverty alleviation. This study aims to see the important implications for the process and impact of partnerships that affect the sustainability of partnerships between companies and non-profit organizations. The research was conducted using qualitative research methods with the object of research on partnership programs that have been established between PT X and Non-Profit Institutions SMK TB, and PT Y with SMK SD. The results of this study revealed that partnership programs carried out by companies and schools have a positive impact on companies and schools. Although this partnership program makes the school unable to cooperate with other similar automotive companies, the positive impact obtained by the school is much more. In addition, students as beneficiaries also feel the positive impact of this partnership.
Pengaruh Work Stress, Job Satisfaction dan Peran Mediasi Social Support dan Work-Life Conflict Terhadap Job Performance Pegawai Bank di Jakarta Fahmi, Shah Alim; Nilasari, B Medina; Berliyanti, Dita Oki
Syntax Literate Jurnal Ilmiah Indonesia
Publisher : Syntax Corporation

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36418/syntax-literate.v10i4.58187

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh work stress dan job satisfaction terhadap job performance, serta meneliti peran social support dan work-life conflict sebagai variabel mediasi dalam hubungan antara work stress dan job performance. Metode penelitian yang digunakan adalah pendekatan kuantitatif dengan data cross-sectional yang dikumpulkan dari industri perbankan di Jakarta pada tahun 2024. Data diperoleh melalui survei terhadap karyawan bank dan dianalisis menggunakan model statistik untuk menguji hubungan antara variabel independen (work stress dan job satisfaction), variabel dependen (job performance), serta variabel moderasi (social support dan work-life conflict). Hasil penelitian menunjukkan bahwa work stress memiliki pengaruh negatif terhadap job performance, sedangkan job satisfaction berpengaruh positif terhadap job performance. Selain itu, social support terbukti memoderasi pengaruh work stress secara positif, yang berarti bahwa dukungan sosial dapat mengurangi dampak negatif dari stres kerja terhadap kinerja. Sebaliknya, work-life conflict memperburuk hubungan negatif antara work stress dan job performance. Kesimpulannya, manajemen perusahaan perlu memperhatikan faktor-faktor yang dapat mengurangi dampak negatif work stress dan meningkatkan job satisfaction guna mendukung kinerja optimal karyawan. Dukungan sosial dan keseimbangan kerja-hidup harus menjadi prioritas dalam strategi pengelolaan sumber daya manusia.
Pengaruh Work Environment, Work-Life Balance terhadap Employee Performance pada Karyawan di PT. Nusa Toyotetsu Corporation Firanti, Sherly Nira; Berliyanti, Dita Oki
Jurnal Disrupsi Bisnis Vol. 6 No. 5 (2023): [September-Oktober] Jurnal Disrupsi Bisnis
Publisher : Prodi Manajemen, Fakultas Ekonomi, Universitas Pamulang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32493/drb.v6i5.32061

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh Work Environment dan Work-Life Balance terhadap Employee Engagement pada karyawan di PT Nusa Toyotetsu Corp. Pengambilan sampel yang digunakan dalam penelitian ini adalah purposive sampling kepada 55 karyawan di PT Nusa Toyotetsu Corp. dengan menyebarkan kuesioner secara online. Metode analisis data yang digunakan merupakan metode regresi berganda dengan SPSS versi 25. Dengan menggunakan metode pengumpulan data melalui kuesioner, data yang diperoleh dari penelitian dianalisis dengan metode analisis kuantitatif yaitu persamaan regresi berganda. Hasil penelitian menunjukkan bahwa Work Environment berpengaruh terhadap Employee Performance. Work-Life Balance  berpengaruh terhadap Employee Performance. Selanjutnya, perusahaan perlu meningkatkan keseimbangan kerja karyawan, memperbaiki kondisi lingkungan dan memperhatikan stress karyawan, yang kesemuanya dilakukan untuk meningkatkan kinerja karyawan.
Faktor-Faktor yang Mempengaruhi Work Engagement Karyawan pada Sektor Jasa Keuangan Ramadan, Alvian Satria; Berliyanti, Dita Oki; Nilasari, B. Medina; Yuniarti, Intan
Jurnal Disrupsi Bisnis Vol. 8 No. 6 (2025): Jurnal Disrupsi Bisnis
Publisher : Prodi Manajemen, Fakultas Ekonomi, Universitas Pamulang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32493/drb.v8i6.54479

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh Toxic Leadership dan Shift Work terhadap Work Engagement, dengan Psychological Well-Being sebagai variabel mediasi, di sektor jasa keuangan. Data dikumpulkan melalui kuesioner yang dibagikan kepada 151 responden menggunakan metode sampling purposif. Hasil analisis menggunakan Structural Equation Modeling (SEM) menunjukkan bahwa Toxic Leadershiptidak memiliki pengaruh signifikan terhadap Psychological Well-Being (p-value = 0.174) dan Work Engagement (p-value = 0.485). Sebaliknya, Shift Work menunjukkan pengaruh negatif yang signifikan terhadap Psychological Well-Being (p-value = 0.000). Hal ini berfungsi sebagai mediator dalam hubungan antara Shift Work dan Work Engagement (p-value = 0.000). Penelitan ini menyarankan bahwa meskipun karyawan yang Shift Work  menghadapi tantangan yang dapat mempengaruhi Psychological Well-Being mereka, manajemen yang efektif dapat mengurangi dampak negatif tersebut, sehingga meningkatkan Work Engagement. Penelitian ini memberikan wawasan berharga bagi manajemen dalam menciptakan lingkungan kerja yang mendukung, terutama di industri jasa keuangan.
Factors Affecting Employee Engagement Mediated by Practices and Workplace Happiness in Private Companies Gulo, Alfin Kristian; Berliyanti, Dita Oki; Nilasari, B. Medina
Jurnal Ilmiah Manajemen dan Bisnis Vol 11, No 3 (2025): Jurnal Ilmiah Manajemen dan Bisnis
Publisher : Universitas Mercu Buana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22441/jimb.v11i3.36535

Abstract

This study aims to analyze the effect of Sustainable Human Resource Management (SHRM) and Drivers of Employee Engagement on Employee Engagement, with Practices and Workplace Happiness as mediating variables. This research was conducted in private companies in the Jabodetabek area. Data was collected from 141 respondents using a questionnaire and analyzed using the Smart PLS Method. The results showed that SHRM has a positive and significant effect on Practices and Workplace Happiness, and Practices and Workplace Happiness have a positive and significant effect on Employee Engagement. In addition, Drivers of Employee Engagement also has a positive and significant influence on Employee Engagement. These findings indicate the importance of combining sustainable HR practices and a happy work environment to optimize employee engagement.
Antecedents of Job Satisfaction to Moonlighting Intentions Mediated by Organizational Commitment of Private Companies in Jakarta Afandi, Irawan; Nilasari, B. Medina; Berliyanti, Dita Oki
Jurnal Ilmiah Manajemen dan Bisnis Vol 11, No 3 (2025): Jurnal Ilmiah Manajemen dan Bisnis
Publisher : Universitas Mercu Buana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22441/jimb.v11i3.36867

Abstract

This research aims to examine the influence of Moonlighting Intention and Personal Reasons on Job Satisfaction and Organizational Commitment, with a particular focus on the mediating role of Organizational Commitment. The study was conducted among employees working in private companies located in Jakarta, Indonesia. A total of 184 respondents participated, representing diverse educational backgrounds, working experiences, and demographic characteristics. The research applied a quantitative approach with data collected through a structured online questionnaire distributed via Google Forms, utilizing a cross-sectional survey design. Data were analyzed using descriptive statistics and hypothesis testing. The results indicate that Moonlighting Intention has a positive and significant impact on both Job Satisfaction and Organizational Commitment. However, Personal Reasons do not significantly influence Organizational Commitment or Job Satisfaction. Furthermore, Organizational Commitment shows a positive and significant effect on Job Satisfaction, but it does not function as a mediating variable between Moonlighting Intention or Personal Reasons and Job Satisfaction.These findings suggest that employees' intention to engage in additional jobs outside their primary employment does not necessarily reduce their organizational commitment or satisfaction levels. Conversely, personal motivations alone are insufficient to enhance employees’ commitment or satisfaction without organizational support. The study highlights the importance of strengthening organizational policies that foster employee engagement, loyalty, and satisfaction, particularly in the context of balancing external work activities and organizational responsibilities. The results contribute to the growing body of research on employee behavior in the private sector, providing valuable insights for organizational management to develop more effective human resource strategies
The Effect of Work Stress on Turnover Intention Mediated by Employee Engagement and Job Satisfaction Handayani, Susie; Berliyanti, Dita Oki; Nilasari, Medina
Jurnal Economic Resource Vol. 8 No. 2 (2025): September - February
Publisher : Fakultas Ekonomi & Bisnis Universitas Muslim Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57178/jer.v8i2.1639

Abstract

This study was conducted to examine the effect of work stress on turnover intention, both directly and indirectly through employee engagement and employee satisfaction. The research design used was a causal study that aimed to examine the effect of independent variables on dependent variables using mediating variables. The research variables used consist of one independent variable, namely work stress, two mediating variables, namely employee engagement and job satisfaction, and one dependent variable, namely turnover intention. The sample used was employees working at public accounting firms in Jakarta. From the data collection conducted using Google Forms, a sample of 123 people was obtained. The analysis tool used was SEM-PLS, processed using Smart-PLS software. The results of the analysis revealed the following findings: 1) work stress was not proven to influence turnover intention; 2) work stress was not proven to influence employee engagement; 3) work stress was proven to have a significant negative influence on job satisfaction; 4) employee engagement was proven to have a significant negative influence on turnover intention; 5) job satisfaction was found to influence turnover intention; 6) employee engagement was not found to mediate the negative influence of work stress on turnover intention; and 7) work stress was found to have a positive influence on turnover intention.
ANTESEDEN KINERJA KARYAWAN PADA KARYAWAN GENERASI Z DI JABODETABEK Abhiyoga, Mohammad Herdian; Berliyanti, Dita Oki; Nilasari, B. Medina
Jurnal Ilmiah Manajemen, Ekonomi, & Akuntansi (MEA) Vol 9 No 3 (2025): Edisi September - Desember 2025
Publisher : LPPM STIE Muhammadiah Bandung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31955/mea.v9i3.6711

Abstract

Penelitian ini bertujuan untuk mengeksplorasi bagaimana stres di tempat kerja, komitmen terhadap organisasi, dan niat untuk keluar dari pekerjaan mempengaruhi kinerja karyawan Generasi Z yang berada di Jabodetabek. Latar belakang studi ini didorong oleh banyaknya individu dari Generasi Z yang kini bergabung dalam dunia kerja. Data diperoleh melalui kuesioner daring yang diisi oleh 161 responden dengan metode purposive sampling, dengan syarat responden adalah generasi Z yang bekerja di Jabodetabek. Untuk analisis, digunakan Structural Equation Modeling (SEM) dengan perangkat lunak AMOS 24. Temuan pada penelitian berkesimpulan bahwa bahwa stres di tempat kerja dapat memberikan dampak yang berpengaruh terhadap kinerja karyawan, yang menunjukkan bahwa jika stres dapat dikelola, itu dapat meningkatkan produktivitas. Di sisi lain, stres kerja juga berkontribusi pada niat untuk keluar dari pekerjaan, di mana karyawan yang mengalami stres tinggi cenderung ingin berpindah pekerjaan. Komitmen terhadap organisasi terbukti meningkatkan kinerja karyawan yang akhirnya dapat mengurangi niat untuk keluar perusahaan. Penelitian ini juga mengungkapkan bahwa niat untuk keluar berperan sebagai mediator dalam hubungan antara stres kerja dan kinerja, serta antara komitmen terhadap organisasi dan kinerja karyawan. Selain itu, niat untuk keluar memiliki dampak langsung pada kinerja karyawan, sehingga meskipun mereka ingin meninggalkan perusahaan tapi tetap menunjukkan performa terbaiknya sebelum meninggalkan perusahaan.
Co-Authors Abhiyoga, Mohammad Herdian Afandi, Irawan Arbi, Muhammad Fahmi Asep Hermawan Asih, Rayi Retno Dwi B. Medina Nilasari, B. Medina Baliartati, Beta Oki Bieattant, Licke Budi Santosa Budi Santosa Cecep Hidayat Daffa, Aaliyah Eleonora Sofilda Fahmi, Shah Alim Firanti, Sherly Nira Gatri Lunarindiah Gulo, Alfin Kristian Handayani, Pramita Handayani, Susie Indah Mulyani, Ajeng Kendrani, Diandra Afifah Kristanti, Brigita Nabila, Jihan Netania Emilisa Nilasari, B Medina Nilasari, Medina Pane, Rodiannauli Pasya, Rebilo Putri, Efysastiana Putri, Elizabeth Putri, Sasikirana Zahra Rachmat Ramadhan Rahma, Wanda Ramadan, Alvian Satria Ramadhan, Muhammad Syahrul Robiatul Adawiyah, Wiwik Romadhania, Nurizahara Rosady, Faiz Lutfan Nadir RR. Ella Evrita Hestiandari Santosa, Wahyuningsih Shabara, Dhiva Daryl Sri Vandayuli Riorini Suci DwiLipita, Dhea Triambowo, Dicky WIDAYATI, NURTI Widiastuti, Maria Carmelia Wijanarko, Khansa Fara Yuniarti, Intan Zeyrofi, Mohamad Zeyrofi, Mohammad