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All Journal al-Uqud : Journal of Islamic Economics Fair Value: Jurnal Ilmiah Akuntansi dan Keuangan JURNAL MANAJEMEN BISNIS Jurnal Ekobis : Ekonomi Bisnis & Manajemen Jurnal Akuntansi Journal of Management - Small and Medium Enterprises (SME's) Jurnal Pengabdian Kepada Masyarakat (JPKM) Langit Biru Annals of Human Resource Management Research Jurnal Abdi Masyarakat Multidisiplin Jurnal Ilmiah Ilmu Terapan Universitas Jambi International Journal of Entrepreneurship, Business, and Creative Economy Inclusive Society and Sustainability Studies (ISSUES) International Journal of Entrepreneurship and Sustainability Studies International Journal of Multidisciplinary Research of Higher Education (IJMURHICA)
Mulyanti, Rita Yuni
Universitas Teknologi Muhammadiyah Jakarta, Daerah Khusus Ibukota Jakarta
Aerospace Engineering Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Electrical & Electronics Engineering Engineering Environmental Science Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Social Sciences Transportation

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PENGARUH KONFLIK PERAN GANDA DAN STRES KERJA TERHADAP KINERJA MOMPRENEUR (WIRAUSAHA WANITA) DI KECAMATAN CIBUNGBULANG Dini Nurfadillah; Rita Yuni Mulyanti; Nurtiah Nurtiah
Journal of Management Small and Medium Enterprises (SMEs) Vol 14 No 2 (2021): Journal of Management - Small and Medium Enterprises (SME's)
Publisher : Universitas Nusa Cendana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35508/jom.v14i2.4821

Abstract

The purpose of this study was to analyze several variables that could influence the performance of mompreneurs (women entrepreneurs) in Cibungbulang District. As for the variables in this study are multiple role conflicts, job stress and performance. This research was conducted using primary data obtained from questionnaires filled out by 83 respondents in Cibungbulang District. The analytical method used is multiple linear regression analysis. The results of this study indicate that multiple role conflicts have a negative and significant effect on performance, while job stress has a negative and insignificant effect on performance. The conclusion in this study is that multiple roles conflict and work stress simultaneously have a significant effect on the performance of mompreneurs (women entrepreneurs) in Cibungbulang District. The implications of this research for mompreneurs (women entrepreneurs) can pay attention to role conflicts regarding the division of time between business and family activities, so that they do not interfere with these two activities so that balance can be achieved, what can be done is to make a work schedule for business activities and homework. stairs. Key words: multiple role conflict, job stress, performance.
PENGARUH MOTIVASI INTRINSIK DAN EKSTRINSIK TERHADAP KINERJA PENGEMUDI GRABBIKE Hamdani Hamdani; Rita Yuni Mulyanti; Fatimah Abdillah
Jurnal Ekobis : Ekonomi Bisnis & Manajemen Vol 9, No 2 (2019): Jurnal Ekobis: Ekonomi Bisnis dan Manajemen
Publisher : STIE Muhammadiyah Jakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37932/j.e.v9i2.53

Abstract

This study aims to analyze the empirical evidence of the influence of intrinsic and extrinsic motivation on the performance of grabbike drivers operating in Bogor cities and districts. The population in this study were all Grabbike City and Bogor Regency drivers. Sampling is done by non probability sampling technique. Data were collected using a questionnaire and analyzed by multiple linear regression. The results showed that intrinsic motivation had a positive and significant effect on the performance of grabbike drivers in the city of Bogor. Extrinsic motivation influences the positive and significant performance of grabbike driver performance in the city of Bogor. The results also showed that the better intrinsic and extrinsic motivation of driver performance would increase.
PERBEDAAN NILAI-NILAI KERJA GENERASI BABY BOOMER, GENERASI X DAN GENERASI Y (Survey Pada Karyawan Hotel Provinsi Jawa Barat) Rita Yuni Mulyanti
Jurnal Ekobis : Ekonomi Bisnis & Manajemen Vol 11, No 1 (2021): Jurnal Ekobis: Ekonomi Bisnis dan Manajemen
Publisher : STIE Muhammadiyah Jakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37932/j.e.v11i1.251

Abstract

Setiap generasi memiliki nilai-nilai yang dibentuk oleh peristiwa-peristiwa penting dalam sejarah yang mengubah arah perkembangan masyarakat tempat generasi itu dibesarkan secara fundamental. Peristiwa ini memengaruhi nilai, preferensi, dan perilaku saat bekerja. Artikel ini menjelaskan tentang perbedaan nilai yang dianut oleh generasi baby boomer, generasi X, dan generasi Y di tempat kerja.  Metode penelitian yang digunakan dalam penelitian ini adalah deskriptif kausatif, dengan data primer yang dikumpulkan melalui survei pada 400 orang karyawan hotel di Provinsi Jawa Barat.  Sebanyak 55 orang karyawan generasi baby boomer, 144 karyawan generasi X dan 201 karyawan generasi Y telah mengisi kuesioner. Data yang diperoleh dianalisis menggunakan uji Kruskall Wallis dan dilanjutkan dengan uji post hoc dengan uji Mann Whitney.  Hasil analisis data menunjukkan adanya perbedaan nilai-nilai antara generasi baby boomer, X dan Y. Generasi baby boomer memiliki kepatuhan yang berbeda dengan generasi X dan generasi Y.  Generasi baby boomer dan generasi Y juga memiliki perbedaan nilai-nilai yang berkaitan dengan work life balance. Selain itu juga ditemukan perbedaan antara generasi X dengan generasi Y pada nilai-nilai yang berkaitan dengan kepatuhan, work life balance dan pengaruh.  Perbedaan nilai-nilai generasi perlu dikelola dengan baik agar dapat bersinergi dalam mencapai tujuan perusahaan.Kata kunci: Nilai-nilai generasi, generasi X, generasi Y, baby boomer, uji beda, Kruskall Wallis ABSTRACTEach generation has values shaped by important events in history that fundamentally changed the direction of the development of the society in which that generation was raised. These events affect your values, preferences, and on-the-job behavior. This article describes the different values held by the baby boomer generation, generation X, and generation Y in the workplace. The research method used in this research is descriptive causative, with primary data collected through a survey of 400 hotel employees in West Java Province. A total of 55 employees of the baby boomer generation, 144 of the X generation and 201 of the Y generation employees have filled out the questionnaire. The data obtained were analyzed using the Kruskall Wallis test and followed by the post hoc test with the Mann Whitney test. The results of data analysis show that there are differences in values between the baby boomer generations, X and Y. The baby boomer generations have different obedience from generation X and generation Y. The baby boomer generation and Y generation also have different values related to work life balance. In addition, differences were also found between generation X and generation Y on values related to compliance, work life balance and influence.  The differences in the values created need to be managed properly in order to synergize in achieving company goalsKeywords: generation values, generation X, generation Y, baby boomers, different test, Kruskall Wallis
DETERMINAN KINERJA BANK SYARIAH BUKOPIN PERIODE 2014-2019 Novia Fitrianivirgi Aditias; Rita Yuni Mulyanti
JURNAL AKUNTANSI Vol 10, No 1 (2021): JURNAL AKUNTANSI
Publisher : STIE Muhammadiyah Jakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37932/ja.v10i1.283

Abstract

Penelitian ini bertujuan untuk mengetahui dan memperoleh bukti atas pengaruh antara Pembiayaan Murabahah, Financing To Deposit Ratio dan Non Performing Financing Terhadap Return On Asset Pada Bank Syariah Bukopin Periode 2014-2019. Penelitian ini bersifat Kuantitatif. Data yang digunakan adalah data sekunder dengan menggunakan laporan keuangan triwulan dari Bank Syariah Bukopin Periode 2014 sampai 2019. Variabel independen dalam penelitian ini adalah Pembiayaan Murabahah (X1) Financing to Deposit Ratio (X2) dan Non Performing Financing (X3), sedangkan variabel dependen dalam penelitian ini adalah Return On Asset (Y).Dari hasil analisis uji t dengan tingkat signifikansi 5% atau 0,05 menunjukan bahwa Pembiayaan Murabahah berpengaruh positif dan signifikan terhadap Return On Asset, Financing to Deposit Ratio berpengaruh positif dan signifikan terhadap Return On Asset dan Non Performing Financing tidak berpengaruh terhadap Return On Asset secara parsial. Hasil uji F menunjukan bahwa secara simultan variabel Pembiayaan Murabahah, Financing to Deposit Ratio dan Non Performing Financing berpengaruh positif terhadap Return On Asset dengan nilai F hitung diperoleh sebesar 20.776.Kata Kunci: Pembiayaan Murabahah, Financing To Deposit Ratio, Non Performing Financing, Return On Asset
BIMBINGAN TEKNIS PEMBUATAN PROPOSAL DONASI UNTUK YAYASAN YATIM PIATU RASULULLAH SAW KELURAHAN PETOJO UTARA Rita Yuni Mulyanti; Peggy Ratna Marlianingrum; Viniyati Maftuchach; Budiman Abdullah; Ramayuli
 Jurnal Abdi Masyarakat Multidisiplin Vol. 1 No. 2 (2022): : Agustus: Jurnal Abdi Masyarakat Multidisiplin
Publisher : Asosiasi Dosen Muda Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (231.119 KB) | DOI: 10.56127/jammu.v1i2.246

Abstract

Tujuan dari kegiatan ini adalah meningkatkan kualitas SDM pengelola panti asuhan anak. Metode pelaksanaan pengabdian masyarakat ini dilakukan melalui penyelenggaraan Bimbingan Teknis bagi Pengurus Yayasan Panti Asuhan Rasulullah tentang penyusunan proposal permohonan donasi, komunikasi yang efektif dengan donator, pengelolaan Yayasan serta peningkatan kualitas asuhan anak melalui pendidikan. Target luaran yang dihasilkan dari kegiatan pengabdian masyarakat ini adalah tersusunnya proposal permohonan donasi, terjadinya komunikasi yang baik antara donator, Penerapan manajemen sederhana dalam pengelolaan Yayasan serta Anak-anak yatim piatu yang diasuh oleh Yayasan Yatim Piatu Rasulullah SAW mendapatkan pelayanan yang lebih berkualitas. Output dari pelaksanaan pengabdian masyarakat ini adalah berita kegiatan di website www.stiemj.ac.id, laporan kegiatan pengabdian kepada masyarakat serta publikasi jurnal pengabdian kepada masyarakat. Dari kegiatan BIMTEK yang telah dilaksanakan diperoleh hasil bahwa para pengurus merasa mendapatkan banyak informasi terkait bagaimana menyusun proposal permohonan dana sampai dengan strategi agar proposal tersebut diterima dan disetujui oleh donator. Para pengurus Yayasan merasa beruntung mendapatkan tambahan skill dalam berkomunikasi dengan donator, sehingga ke depan hubungan dengan donator akan semakin baik. Dengan demikian mereka juga berharap komunikasi yang baik akan mendatangkan donator-donatur lainnya dengan senang hati. Para pengurus Yayasan merasa sangat terbantu dengan pengayaan terkait undang-undang Yayasan. Selain itu dengan tambahan materi aspek pengelolaan Yayasan serta macam-macam penyelewengan Yayasan, dapat membantu mereka untuk mengelola yayasan dengan baik sesuai dengan koridor peraturan yang berlaku. Para pengurus Yayasan semakin terpacu untuk meningkatkan Pendidikan anak asuh sebagai bentuk layanan asuhan anak. Sedangkan rekomendasi yang dihasilkan adalah diperlukan tindaklanjut pendampingan penyusunan proposal donasi sehingga dihasilkan narasi dan tampilan yang baik dari dokumen proposal yang baik serta pendampingan langsung lanjutan kepada pengurus Yayasan Yatim Piatu Rasulullah SAW dalam pengusulan proposal donasi kepada pihak terkait, seperti Dinas Sosial Kota Jakarta Pusat dan pihak lain yang tidak mengikat.
PERAN MOTIVASI KERJA DALAM MEMEDIASI PENGARUH IKLIM ORGANISASI DAN DISIPLIN KERJA TERHADAP KINERJA PEGAWAI DI MASA PANDEMI COVID-19 Wirawan Adhie Pamungkas; Rita Yuni Mulyanti; Tiara Puspa
Jurnal Ekobis : Ekonomi Bisnis & Manajemen Vol 12, No 2 (2022): Jurnal Ekobis: Ekonomi Bisnis dan Manajemen
Publisher : STIE Muhammadiyah Jakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37932/j.e.v12i2.586

Abstract

Penelitian ini bertujuan untuk menganalisis dan memperoleh bukti empiris tentang hubungan antara iklim organisasi, disiplin kerja,  motivasi kerja, dan kinerja pegawai. Jenis penelitian ini adalah ekplanatori dengan pendekatan kuantitatif.  Responden penelitian ini adalah  pegawai Inspektorat Utama Kemenristek/BRIN yang berada di tingkat middle management. Data dikumpulkan dengan menggunakan kuesioner yang diisi oleh 121 responden.  Pengujian hipotesis penelitian menggunakan pendekatan Structural Equation Model (SEM) berbasis Partial Least Square (PLS). Temuan dari hasil penelitian ini menunjukkan bahwa secara langsung iklim organisasi berpengaruh signifikan terhadap kinerja pegawai dan motivasi kerja sedangkan disiplin kerja berpengaruh signifikan hanya kepada motivasi kerja, motivasi kerja berpengaruh signifikan terhadap kinerja pegawai namun tidak kepada kinerja pegawai. Pengaruh tidak langsung dapat terlihat bahwa iklim organisasi mampu dimediasi sebagian oleh motivasi kerja terhadap kinerja pegawai dan disiplin kerja berhasil dimediasi secara penuh oleh motivasi kerja terhadap kinerja pegawai. Berdasarkan hasil temuan dalam penelitian ini, kebijakan pimpinan pada Inspektorat Utama Kemenristek/BRIN agar bisa lebih menekankan disiplin kerja pegawai dengan melakukan inspeksi kedisiplinan secara periodik serta dapat memberikan apresiasi atas kinerja baik yang telah diraih oleh pegawai di Inspektorat Utama Kemenristek/BRIN sesuai dengan peraturan yang berlaku.This study aims to analyze and obtain empirical evidence about the relationship between organizational climate, work discipline, work motivation, and employee performance. This type of research is explanatory with a quantitative approach. Respondents of this study were employees of the Main Inspectorate of the Ministry of Research and Technology/BRIN who were at the middle management level. Data were collected using a questionnaire filled out by 121 respondents. Testing the research hypothesis using a Structural Equation Model (SEM) approach based on Partial Least Square (PLS). The findings of this study indicate that the organizational climate has a significant effect on employee performance and work motivation, while work discipline has a significant effect only on work motivation, work motivation has a significant effect on employee performance but not on employee performance. The indirect effect can be seen that the organizational climate can be mediated in part by work motivation on employee performance and work discipline is successfully mediated fully by work motivation on employee performance. Based on the findings in this study, the leadership policy at the Main Inspectorate of the Ministry of Research and Technology / BRIN is to emphasize employee work discipline by conducting periodic disciplinary inspections and being able to give appreciation for the good performance that has been achieved by employees at the Main Inspectorate of the Ministry of Research and Technology / BRIN in accordance with regulations.
The Influence of Green School and Organizational Culture on Job Satisfaction and Environmentally Friendly Behavior Lies Maisaroh; Rita Yuni Mulyanti; Didi Mulyadi
Inclusive Society and Sustainability Studies Vol. 3 No. 1 (2023): August Volume
Publisher : Research Synergy Foundation

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31098/issues.v3i1.1522

Abstract

In the field of education, teachers are crucial to raising the standard of instruction. They play a crucial role in making sure that school events run well and serve as role models that pupils adore. The two main challenges educational institutions face are low job satisfaction among teachers and concerns about environmental influence. This study aims to determine the direct and indirect effects of implementing green school programs and organizational culture on job satisfaction and environmentally friendly behavior of Vocational High School (SMK) teachers.  This study employs quantitative research techniques. 211 teachers responded to a questionnaire that was used togather the data. The data obtained were analyzed using the Partial Least Squares (PLS) method. The results of the study found that green school did not affect job satisfaction, while organizational culture influenced job satisfaction. Job satisfaction affects environmentally friendly behavior. The green school does not affect environmentally friendly behavior either directly or through job satisfaction.  Environmentally friendly behavior is not directly influenced by organizational culture, but it is indirectly influenced by job satisfaction.  According to this study, job satisfaction can mediate the influence of organizational culture on employees' propensity to behave sustainably, but it cannot, as yet, do the same for the influence of green schools. This finding implies that in increasing the eco-friendly behavior of vocational teachers, school management needs to encourage an increase in teacher job satisfaction by paying attention to the organizational culture adopted by the school.
The Effect of Competence and Organizational Culture on Employee Performance with Career Development as an Intervening Variable Rumbekwan, Leunard Herman Fransiscus; Zakaria, Zakaria; Mulyanti, Rita Yuni
Jurnal Manajemen Bisnis Vol. 11 No. 2 (2024): September
Publisher : Pusat Penerbitan dan Publikasi Ilmiah, FEB, Universitas Muslim Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33096/jmb.v11i2.829

Abstract

This study examines the impact of competence and organizational culture on employee performance, both directly and through career development, at the Department of Fisheries in Merauke Regency. Employing a quantitative causal approach, data were collected from 107 employees via a survey and analyzed using Structural Equation Modeling (SEM) with AMOS 24.00. Findings reveal that competence indirectly affects performance through career development, while organizational culture influences performance directly and indirectly. Career development mediates the effects of competence and culture on performance. This study suggests enhancing career development to improve employee performance, considering competence and organizational culture.
The Influence of Work Environment, Workload, and Career Development on Employee Performance La’bi’, Melisa Liku; Zakaria, Zakaria; Mulyanti, Rita Yuni
Jurnal Manajemen Bisnis Vol. 11 No. 2 (2024): September
Publisher : Pusat Penerbitan dan Publikasi Ilmiah, FEB, Universitas Muslim Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33096/jmb.v11i2.838

Abstract

This study investigates the impact of work environment, workload, and career development on employee performance at the Ministry of Religious Affairs in South Papua Province. The research aims to determine the significance of these variables on performance. Using a quantitative method, data were collected through structured questionnaires and analyzed using multiple regression. Results show that work environment and workload significantly affect performance, while career development does not. Simultaneously, all variables collectively impact performance. The findings suggest improving the work environment, managing workload effectively, and enhancing career development opportunities to boost employee performance. Future research should expand the sample size and include additional variables.
The Impact of Education and Training, and Self-Efficacy on Employee Performance with Work Ability as an Intervening Variable Tandipayuk, Maryanti; Zakaria, Zakaria; Mulyanti, Rita Yuni
Jurnal Manajemen Bisnis Vol. 11 No. 2 (2024): September
Publisher : Pusat Penerbitan dan Publikasi Ilmiah, FEB, Universitas Muslim Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33096/jmb.v11i2.885

Abstract

This study examines the impact of education training and self-efficacy on employee performance at the Directorate General of Sea Transportation Office in Merauke. The research aims to determine how these factors influence work ability and employee performance. Using a quantitative approach, the findings reveal that education, training, and self-efficacy positively and significantly affect work ability and employee performance. Additionally, work ability mediates these relationships. The study implies that organizations should invest in structured training programs and self-efficacy development to enhance employee performance. Further research should consider other factors that influence job motivation and work environment.
Co-Authors Abdul Mukti Soma Abdulah, Budiman Apsary, Nilla Aziz, Azmal Budiman Abdullah Darwis, Hidayat Didi Mulyadi Dini Nurfadillah Fatimah Abdillah Feryanto, Muslim Hamdani Hamdani Herningsih, Herningsih Ida Farida Imam Santoso Iswari, Andina La’bi’, Melisa Liku Lies Maisaroh Marlianingrum, Peggy Ratna Novia Fitrianivirgi Aditias Nurtiah Nurtiah Nurwijayanti Pasagi, Yunior Ramayuli Rumbekwan, Leunard Herman Fransiscus Soma, A. Mukti Soma, AM Soma, Mukti Suhana Suhana Supriatiningsih, Supriatiningsih Supriatininingsih, Supriatiningsih Syafira, Sania Tandipayuk, Maryanti Tiara Puspa Viniyati Maftuchach Wati, Lela Nurlaela Wirawan Adhie Pamungkas