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All Journal Jurnal Ilmiah Manajemen dan Bisnis (JIMB) International Journal of Supply Chain Management Jurnal Manajemen Central Community Development Journal
Sutia, Sabar
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Humanities Civil Engineering, Building, Construction & Architecture Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Engineering Environmental Science Industrial & Manufacturing Engineering Public Health Transportation Other

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Pengaruh Investasi Human Capital Dan Orientasi Stratejik Terhadap Kinerja Bandara (Studi Pada PT. Angkasa Pura) Sutia, Sabar
Jurnal Manajemen Vol 18, No 2 (2014): June 2014
Publisher : Fakultas Ekonomi dan Bisnis, Universitas Tarumanagara

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (760.694 KB) | DOI: 10.24912/jm.v18i2.540

Abstract

This research constructs an equation model which is integratively intended to provide overall meanings about how the relationship between human capital investment and strategic orientation to improve airport performance and how the irrelated connection is among each variable and to fill the gap of previous studies about the relationship between human capital investment and airport performance.
THE INFLUENCE OF SUPPLY CHAIN PERFORMANCE AND MOTIVATION ON EMPLOYEE PERFORMANCE Sutia, Sabar; Riadi, Refren; Fahlevi, Mochammad
International Journal of Supply Chain Management Vol 9, No 2 (2020): International Journal of Supply Chain Management (IJSCM)
Publisher : International Journal of Supply Chain Management

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (451.159 KB)

Abstract

Good performance will support the achievement of supply chain management goals and enhance the competitiveness of the company. There are many factors that affect employee performance improvement, including supply chain management and employee motivation. This study wants to prove the influence of supply chain management and motivation on employee performance. Research conducted at PT. Bank Bukopin with 119 respondents as a sample. There is no influence between motivation on employee performance, simultaneously, there is influence between supply chain management and motivation to employee performance
The Influence of Work Conflict, Workload, and Job Stress on the Turnover Intention of Operational Employees at PT. Nippo Mechantronic Indonesia Yrasandhi, Tchiska Adri; Sutia, Sabar; Adha, Shultonnyck; Fahlevi, Mochammad
Jurnal Ilmiah Manajemen dan Bisnis Vol 11, No 2 (2025): Jurnal Ilmiah Manajemen dan Bisnis
Publisher : Universitas Mercu Buana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22441/jimb.v11i2.32374

Abstract

The purpose of this study is to examine and determine the influence of work conflict, workload, and job stress on turnover intention, as well as to assess whether these factors affect the turnover intention of operational employees at PT. Nippo Mechantronics Indonesia. Data collection was conducted using a quantitative method and involved 54 respondents. Based on the research findings, the F-test results indicate that the calculated F-value (Fhitung) is 12.668, while the table F-value (Ftabel) is 2.790 at α = 0.05. This finding suggests that work conflict, workload, and job stress simultaneously have a positive and significant effect on turnover intention, leading to the acceptance of hypothesis H4. Partially, the t-test results show that the calculated t-value (thitung) for work conflict is 1.939, while the table t-value (ttabel) is 2.005 with a significance level of 0.086. Since thitung (1.939) < ttabel (2.005) and significance (0.086) > 0.05, work conflict does not have a partial effect on turnover intention, resulting in the rejection of hypothesis H1. Similarly, for workload, the calculated t-value (thitung) is 1.635, while the table t-value (ttabel) is 2.005, with a significance level of 0.108. Since thitung (1.635) < ttabel (2.005) and significance (0.108) > 0.05, workload does not have a partial effect on turnover intention, leading to the rejection of hypothesis H2. However, for job stress, the calculated t-value (thitung) is 2.577, while the table t-value (ttabel) is 2.005, with a significance level of 0.013. Since thitung (2.577) > ttabel (2.005) and significance (0.013) < 0.05, job stress has a positive and significant partial effect on the turnover intention of employees at PT. Nippo Mechantronics Indonesia, resulting in the acceptance of hypothesis H3.The adjusted R-square value of 0.432 represents the coefficient of determination, meaning that 43.2% of turnover intention can be explained by work conflict, workload, and job stress.
Digital marketing training: Empowering business actors to use digital marketing in Metro Lampung Adha, Shultonnyck; Sutia, Sabar
Central Community Development Journal Vol. 5 No. 1 (2025): June 2025
Publisher : Privietlab

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55942/ccdj.v5i1.675

Abstract

The era of digital transformation has changed the paradigm of human resource management in the information technology industry, where organizations that focus on human capital development through strategic training programs show performance increases of up to 75% compared to organizations that do not make similar investments. The information technology industry faces a special challenge in maintaining the relevance of employee competencies to leading technological developments, so a comprehensive evaluation of the impact of digital marketing training programs using a measurable and objective quantitative approach is needed. The purpose of this study is to analyze and measure the effectiveness of digital marketing training programs on increasing employee work productivity in Metro Lampung through a pre-post implementation comparative study approach, identifying differences in productivity levels before and after implementation, calculating the magnitude of increase, and analyzing the most responsive productivity dimensions. The study used a quantitative approach with a quasi-experimental pre-post test design on 35 IT employee respondents selected using purposive sampling technique, with data collection using a structured questionnaire on a Likert scale of 1-5 and paired sample t-test analysis. The results showed a significant increase in work productivity (p < 0.001) by 20.2% with a confidence interval of 95% (18.7%-21.7%), where the Innovation Index achieved the highest responsiveness (23.0%, Cohen's d = 2.29), followed by Task Completion Rate (20.6%), Quality Performance (19.8%), and Collaboration Effectiveness (18.0%). Digital marketing training programs have proven to be effective in increasing work productivity with 97.1% of respondents experiencing progress in at least three of the four dimensions evaluated. Organizations need to optimize resource allocation on innovative technology training modules, integrate a holistic approach that leverages synergistic effects across productivity dimensions, and implement training personalization strategies to maximize outcomes for all participants.
Co-Authors Adha, Shultonnyck Fahlevi, Mochammad Riadi, Refren Yrasandhi, Tchiska Adri