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All Journal Jurnal Ilmiah Edunomika (JIE) Management Studies and Entrepreneurship Journal (MSEJ) Jurnal Ilmiah MEA (Manajemen, Ekonomi, dan Akuntansi) Jurnal Indonesia Sosial Teknologi
Ferijani, Agatha
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Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Law, Crime, Criminology & Criminal Justice Social Sciences

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Pengaruh Kompensasi, Lingkungan Kerja, Dan Motivasi Kerja Terhadap Kinerja Karyawan Divisi Sentra UMKM PT Bank Central Asia Di Kota Semarang Harsanto, Andreas Dela Hoya; Ferijani, Agatha
Management Studies and Entrepreneurship Journal (MSEJ) Vol. 5 No. 2 (2024): Management Studies and Entrepreneurship Journal (MSEJ)
Publisher : Yayasan Pendidikan Riset dan Pengembangan Intelektual (YRPI)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37385/msej.v5i2.4549

Abstract

This research aims to investigate the influence of compensation, work environment, and motivation on employee performance in the SME Center Division of PT Bank Central Asia in Semarang. Data were collected through questionnaires from 35 respondents working in the division. The results of data analysis using linear regression and statistical tests show that the three independent variables, namely compensation, work environment, and motivation, have a significant positive influence on employee performance. Fair and adequate compensation, a good work environment, and high work motivation encourage employees to perform better. These findings provide insights for companies to develop more effective human resource management strategies to enhance employee performance. Keywords : Compensation, Work Environment, Motivation, Employee Performance, PT Bank Central Asia
PENGARUH GAYA KEPEMIMPINAN, MOTIVASI KERJA SERTA KESELAMATAN DAN KESEHATAN KERJA (K3) TERHADAP KINERJA KARYAWAN PT. SUCOFINDO CABANG SEMARANG Pratikto, Yury; Ferijani, Agatha
Jurnal Ilmiah Manajemen, Ekonomi, & Akuntansi (MEA) Vol 8 No 3 (2024): Edisi September - Desember 2024
Publisher : LPPM STIE Muhammadiah Bandung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31955/mea.v8i3.4666

Abstract

Sucofindo beroperasi di sektor jasa, sehingga kinerja karyawan menjadi fondasi penting yang dipengaruhi oleh gaya kepemimpinan, motivasi kerja, serta kesehatan dan keselamatan kerja yang diyakini memiliki dampak signifikan. Penelitian ini dilakukan dengan pendekatan kuantitatif menggunakan uji analisis data SPSS 24 untuk mengetahui pengaruh variabel independen seperti gaya kepemimpinan (X1), motivasi kerja (X2), dan kesehatan serta keselamatan kerja (X3) terhadap kinerja karyawan sebagai variabel dependen (Y). Berdasarkan instrumen yang dibagikan, data menunjukkan bahwa ketiga variabel tersebut secara parsial memberikan pengaruh yang signifikan terhadap kinerja karyawan. Selain itu, hasil perhitungan nilai F menunjukkan bahwa ketiga variabel independen secara simultan berpengaruh signifikan terhadap variabel dependen dengan koefisien determinasi sebesar 68,6%.
Analysis of Patient Safety Culture to Improve Quality at Primaya Hospital Semarang Liemarto, Aldrich Kurniawan; Ferijani, Agatha
Jurnal Indonesia Sosial Teknologi Vol. 6 No. 1 (2025): Jurnal Indonesia Sosial Teknologi
Publisher : Publikasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59141/jist.v6i1.8883

Abstract

This study investigates patient safety culture in hospitals, highlighting its role in protecting patients from preventable harm through a culture of safety. Effective patient safety culture involves collaboration, open communication, and strong leadership support but faces challenges like resource limitations and inconsistent staff training. This study uses Primaya Hospital Semarang as a case example to examine how current safety practices align with quality improvement goals. A mixed-methods approach, including surveys and interviews with 169 staff members, used AHRQ’s safety culture survey to analyze teamwork, staffing, communication, and management support, identifying areas for targeted improvement. Key findings include that organizational learning and continuous improvement received the highest positive response (86.17%), followed by teamwork (83.43%) and communication about error (76.57%). However, staffing and work pace was notably weak, with only 48.08% positive responses. In interviews, a strong no-blame culture was emphasized for managing errors, although communication improvements were frequently suggested. Additionally, while routine error reporting was common, gaps in follow-up actions were noted, indicating areas for ongoing enhancement in patient safety practices.
Proses Penerapan Omnibus Law Klaster Ketenagakerjaan pada PT X Widagdo, Anggoro David; Ferijani, Agatha
JURNAL ILMIAH EDUNOMIKA Vol. 8 No. 2 (2024): EDUNOMIKA
Publisher : ITB AAS Indonesia Surakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29040/jie.v8i2.13900

Abstract

PT X is a manufacturing company engaged in the field of packaging and printing for product labels. PT X has implemented almost all of Goverment Regulation number 35 of 2021 which is one of the regulations in the Employment Cluster Omnibus Law. Knowing the application of the Omnibus Law which can cause various problems and how company’s management apply these regulations within the company is important to know and worthy of research. The implementation of the FGD is useful for the HRD department in evaluating the implementation of the Employment Cluster of Omnibus Law. As a result of the FGD, several employees still do not understand this latest regulation. Some employees who think they are against it do not know the positive impact. This is because the issues that arise are only negative things about the Employment Cluster Omnibus Law. Limited knowledge also comes from social media and television which often raise negative issues and have a negative impact on employees. Even though it does not cause a reduction in conduciveness in the work environment, HRD department must always monitor all negative issues circulating in the Company and conduct dialogue with employees who are deemed to be causing provocation. Keywords: Employment cluster omnibus law, workforce management, omnibus law polemic
Co-Authors Harsanto, Andreas Dela Hoya Liemarto, Aldrich Kurniawan Pratikto, Yury Widagdo, Anggoro David