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All Journal JAM : Jurnal Aplikasi Manajemen Jurnal Entrepreneur dan Entrepreneurship
Firdaus, Ema Zahra
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Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Social Sciences Other

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Efforts to Build Employee Work Attachment Through Affective Commitment and Work Discipline Noermijati; Firdaus, Ema Zahra; Sulastri
Jurnal Entrepreneur dan Entrepreneurship Vol. 12 No. 2 (2023): Jurnal Entrepreneur dan Entrepreneurship
Publisher : Universitas Ciputra Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37715/jee.v12i2.4412

Abstract

The purpose of this study is to analyze the role of mediation of affective commitment, and work discipline on the effect of job stress on employee work attachment. This research was conducted at the Sugar Factory X in East Java, involving 158 employees. Data were collected using a questionnaire and the results were analyzed using PLS software. The results of this study indicate that job stress does not have a significant effect on work attachment, but affective commitment and work discipline as full mediation on the effect of job stress on work attachment. In testing direct effects on other variables show that, job stress directly influences work discipline and affective commitment, while work discipline and affective commitment directly affect work attachment. This study places affective commitment, and work discipline as a variable for the pillar on the effect of job stress on employee work attachment. The important findings of this study are affective commitment and work discipline act as full mediation variables. That job stress is unable to play a role in efforts to improve employee work attachment unless there is a role in mediation from affective commitment variables and work discipline. The results strengthen the social exchange theory.
THE ROLE OF DEVIANT BEHAVIOR IN MEDIATING THE EFFECT OF ORGANIZATIONAL CULTURE AND ETHICAL CLIMATE TOWARD BANKING EMPLOYEES PERFORMANCE Noermijati, Noermijati; Firdaus, Ema Zahra; Azzuhri, Misbahuddin
Jurnal Aplikasi Manajemen Vol. 19 No. 2 (2021)
Publisher : Universitas Brawijaya, Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21776/ub.jam.2021.019.02.01

Abstract

The objectives of this study were to analyze the mediating role of deviant behavior on the influence of organizational culture and ethical climate on employee performance. This study was conducted on 112 government-owned bank employees in Manado, using Partial Least Square (PLS) analysis. This study indicates that organizational culture and ethical climate have a significant positive effect on employee performance. Organizational culture and ethical climate also have a significant negative effect on deviant behavior. However, behavior does not have a significant effect on employee performance. Deviant behavior also does not mediate the influence of organizational culture and ethical climate on employee performance. This study places deviant behavior as a mediating variable on organizational culture and ethical climate on employee performance. An important finding from this study is that behavior does not play a role in improving employee performance, nor does it play a mediator between organizational culture or ethical climate to employee performance.
HOW TO INCREASE EMPLOYEE SATISFACTION IN THE BANKING SECTOR Noermijati, Noermijati; Firdaus, Ema Zahra; Taufiqurrahman, Taufiqurrahman
Jurnal Aplikasi Manajemen Vol. 20 No. 2 (2022)
Publisher : Universitas Brawijaya, Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21776/ub.jam.2022.020.02.03

Abstract

This study was conducted to determine the mediating role of job burnout and the moderating role of equity compensation on the effect of job demand on employee satisfaction. The study was conducted on 131 employees of Bank X in Malang by using Partial Least Square (PLS) analysis. The results showed that job demand had a significant direct effect on job burnout and employee satisfaction, while job burnout had no impact. On the other hand, job burnout does not play a mediating role, and equity compensation does not play a role in moderating the effect of job demand on employee satisfaction. This study places job burnout as a mediating variable and equity compensation as a moderating variable on the effect of job demand on employee satisfaction. An essential finding of this study is that the hypothesized mediating and moderating roles were not proven. It is necessary to pay special attention to the job demand/ demands imposed on employees to affect employee satisfaction positively. Physical demand is something that needs to be considered. When employees feel burdened and unable to meet the given physical demands, employees may experience job burnout which is indicated by the loss of enthusiasm from employees at work.
THE ROLE OF JOB BURNOUT AND SOCIAL SUPPORT ON THE EFFECT OF JOB DEMAND TO EMPLOYEE PERFORMANCE Firdaus, Ema Zahra; Noermijati, Noermijati; Ratnawati, Kusuma; Zaroug, Yousef Ali Mohamed
Jurnal Aplikasi Manajemen Vol. 21 No. 1 (2023)
Publisher : Universitas Brawijaya, Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21776/ub.jam.2023.021.1.04

Abstract

This study was conducted using the job demand-resource model to examine the effects of job demand, job burnout, and the role of social support as a measure of job resources in enhancing the influence of job demand on employee performance. Through 131 responses from the questionnaire survey, this study uses the responses obtained from a state-owned banking agency in Malang, Indonesia. Data analysis was performed using partial least square (PLS) with the WarpPLS.7.0 program and Sobel Test to verify the relationship between variables. The results of this study do not totally support the hypothesis since employee performance can be directly influenced by the degree of job demand that employees experience but not by the degree of job burnout that banking employees experience. As opposed to that, a high job demand also has a direct impact on an employee's job burnout. Another significant finding from this research is that social support has a role in enhancing the influence of job demands on employee performance, rather than mediating it. This research provides enlightenment for the banking industry regarding the importance of paying attention to employees' social support. High job demand causes a decrease in employee performance; with good social support, employees will be helped meet the job demand so that it does not impact the performance they are building. It is challenging to lessen how much job demand influences employee burnout. Banking institutions can work to provide social support while also attempting to alter employees' perceptions of their jobs' obligations. In order to successfully prevent job burnout syndrome in employees and reduce negative effects brought on by job pressures, banking leaders should provide assistance and demonstrate excellent leadership. This strategy ought to considerably lessen job burnout and directly result in improved performance.
Can Employee Turnover Intention Be Minimized through Job Satisfaction, Organizational Citizenship Behavior and Organizational Commitment? Noermijati, Noermijati; Firdaus, Ema Zahra; Sulastri, Sulastri; Farhiya, Daniyatul
Jurnal Aplikasi Manajemen Vol. 22 No. 1 (2024)
Publisher : Universitas Brawijaya, Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21776/ub.jam.2024.022.01.18

Abstract

The greater the rate of employee turnover, the more harm it causes the company. Furthermore, there is a direct correlation between worker turnover and the intention to leave. Since the purpose of this research was to investigate employee turnover, the urgency of the issue is the main area of focus because it will obstruct the accomplishment of organizational objective. The purpose of this study is to examine the mediating role of organizational commitment and organizational citizenship behavior on the effect of job satisfaction on turnover intention. The research falls within the explanatory research category and included validation. This study utilised a survey to collect data from a significant portion of the workforce, consisting of 254 employees. The study used a saturated sample of 254 employees. The statistical method known as partial least squares, or PLS, along with the WarpPLS software were used for data analysis. The participants in this study were workers at an Indonesian manufacturer of medical devices. The research findings of this study provide an empirical contribution indicating that organisational commitment and organisational citizenship behaviour are critical components that need to be addressed in the company's efforts to lower the degree of intention to leave. Incorporating employees into decision-making processes can also help to maintain job satisfaction, as evidenced by the fact that such activities lower the intention of employee turnover. Companies should also focus on other factors that contribute to employee job satisfaction, such as clear career paths, appropriate rewards, work support facilities, and one example of good organisational citizenship on the part of employees not taking extra time off.
Co-Authors Farhiya, Daniyatul Kusuma Ratnawati Misbahuddin Azzuhri Noermijati Noermijati, Noermijati SULASTRI Sulastri Sulastri Taufiqurrahman Taufiqurrahman Zaroug, Yousef Ali Mohamed