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yusnita, nancy

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The effect of compensation on employee performance through involvement and job satisfaction at PT. Wijaya Karya Serang Panimbang Juliansyah, Iwan; Yusnita, Nancy
Journal of Social Studies Arts and Humanities (JSSAH) Vol 3, No 3 (2023): Vol 3, No 3 (2023): Journal of Social Studies, Arts and Humanities
Publisher : Universitas Pakuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33751/jssah.v3i3.9948

This study aims to analyze the effect of compensation on employee performance, with involvement and job satisfaction serving as intervening variables at PT. Wijaya Karya Serang Panimbang. The research is grounded in the premise that fair and transparent compensation systems play a pivotal role in fostering employees’ sense of belonging, engagement, and satisfaction, which ultimately influence overall performance outcomes. Employing a quantitative explanatory approach, the study collected primary data through a structured questionnaire distributed to company employees across operational and administrative divisions. The sampling technique used was proportional stratified random sampling, resulting in a total of 120 valid responses. Data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) to examine both direct and indirect relationships among the study variables. The results indicate that compensation has a significant positive effect on employee involvement and job satisfaction, both of which, in turn, have a substantial impact on employee performance. Moreover, the mediating analysis reveals that involvement and job satisfaction partially mediate the relationship between compensation and performance, suggesting that financial and non-financial rewards enhance employees’ intrinsic motivation and engagement in their roles. The findings highlight that an equitable compensation structure, coupled with a supportive organizational climate, contributes to higher productivity and commitment. The study offers theoretical contributions to human resource management literature and practical implications for developing performance-based compensation systems that sustain workforce motivation and organizational effectiveness.

The Effect of Work Motivation and Work Discipline on Employee Performance Through Job Satisfaction Mediation Budiarkah, Budiarkah; Sunaryo, Widodo; Yusnita, Nancy
Journal of Social Studies Arts and Humanities (JSSAH) Vol 3, No 1 (2023): Vol 3, No 1 (2023) Journal of Social Studies, Arts and Humanities
Publisher : Universitas Pakuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33751/jssah.v3i1.7412

The Influence of Work Motivation and Work Discipline on Employee Performance Through Mediation of Job Satisfaction (Empirical Study of Regional Water Supply Companies (Perumdam) Tjm, Bogor Regency). The purpose of this study was to determine the effect of work motivation and work discipline on employee performance through the mediation of job satisfaction. The study population was 161 employees of the executive division at the Regional Public Water Company (Perumdam) TJM Sukabumi Regency and a sample of 115 employees. Data collection for each variable studied using a questionnaire with a rating scale. Data analysis techniques using descriptive statistical analysis techniques and path analysis techniques (path analysis). The results showed: (a) There is a direct influence between work motivation on job satisfaction with a regression coefficient value of βy.1 = 0.986, work motivation contributes 97.21% to job satisfaction, (b) There is a direct effect between work discipline on job satisfaction with a regression coefficient value of βy.1 = 0.335. Work discipline contributes 11.22% to job satisfaction, (c). There is a direct influence between work motivation on employee performance with a regression coefficient value of βz.1 = 0.329. Work motivation contributes 10.82% to employee performance, (d). There is a direct effect between work discipline on employee performance with a regression coefficient value of βz.2 = 0.804. Work discipline contributes 64.64% to employee performance, (e). There is a direct effect of job satisfaction on employee performance with a regression coefficient of βz.y = 0.303. Job satisfaction contributes 9.18% to employee performance, (f). There is an indirect effect between work motivation on employee performance through job satisfaction with a zcount value greater than ztable or 38.42 > 1.96. So it can be concluded that job satisfaction mediates the influence of work motivation on employee performance, and (g). There is an indirect effect between work discipline on employee performance through job satisfaction with a zcount value greater than ztable or 15.02 > 1.96. So it can be concluded that job satisfaction mediates the effect of work discipline on employee performance.

ANALYSIS OF THE ROLE OF TRANSFORMATIONAL LEADERSHIP, KNOWLEDGE MANAGEMENT AND QUALITY OF WORK LIFE ON SHOE INDUSTRY EMPLOYEES PERFORMANCE Setiawan , Temmy; Moeins, Anoesyirwan; Yusnita, Nancy
Journal of Industrial Engineering & Management Research Vol. 5 No. 3 (2024): June 2024
Publisher : AGUSPATI Research Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.7777/jiemar.v5i3.527

The aim of this research is to determine and analyze the influence of To analyze the magnitude of the direct influence of transformational leadership on performance employees, knowledge management on employee performance, quality of work life on employee performance, transformational leadership on the quality of work life, knowledge management on the quality of work life and to analyze its magnitude the indirect influence of transformational leadership on employee performance through quality of work life and knowledge management on employee performance through quality of work life.. The population in this study was 111,283 people, with sample determination based on the maximum likelihood method (Maximum Likelihood Estimate) with a sample size of 200 respondents. The research method used in this research uses research methods quantitative. The research design uses explanatory research and descriptive research through an approach surveys and questionnaires. The analysis used in this research is factor analysis confirmatory (Confirmatory Factor Analysis/ CFA). The statistical analysis tool used is LISREL 8.70.Based on the research results, the following research findings on leadership were obtained transformational has a positive and significant effect on employee performance. knowledge management has a positive and insignificant effect on employee performance and quality of life work has a positive and significant effect on employee performance. leadership transformational has a positive and significant effect on the quality of work life. Knowledge management has a positive effect on the quality of work life and leadership transformational has a positive and significant effect on employee performance through quality work life and knowledge management have a positive effect on employee performance through quality of work life.Based on the results of calculating direct and indirect effects shows that the influence of the mediator variable in this research is fully mediating. This means that the quality of work life variable can be said to be a mediating variable for all exogenous variables in this study are due to the quality of work life entirely acts as a mediating variable that determines the increase in employee performance.

INFLUENCE OF TRANSFORMATIONAL LEADERSHIP, KNOWLEDGE MANAGEMENT AND QUALITY OF WORK LIFE ON PERFORMANCE EMPLOYEE: (Empirical Study Using Survey Methods and Path Analysis on Employees Shoe Pad Industry in Greater Tangerang) Setiawan, Temmy; Moeins, Anoesyirwan; Yusnita, Nancy
Journal of Industrial Engineering & Management Research Vol. 5 No. 4 (2024): August 2024
Publisher : AGUSPATI Research Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.7777/jiemar.v5i4.535

The aim of this research is to determine and analyze the influence of To analyze the magnitude of the direct influence of transformational leadership on performance employees, knowledge management on employee performance, quality of work life on employee performance, transformational leadership on the quality of work life knowledge management on the quality of work life and to analyze its magnitude the indirect influence of transformational leadership on employee performance through quality of work life and knowledge management on employee performance through quality of work life.. The population in this study was 111,283 people, with sample determination based on the maximum likelihood method (Maximum Likelihood Estimate) with a sample size of 200 respondents. The research method used in this research uses research methods quantitative. The research design uses explanatory research and descriptive research through an approach surveys and questionnaires. The analysis used in this research is factor analysis confirmatory (Confirmatory Factor Analysis/ CFA). The statistical analysis tool used is LISREL 8.70.Based on the research results, the following research findings on leadership were obtained transformational has a positive and significant effect on employee performance. Knowledge management has a positive and insignificant effect on employee performance and quality of life work has a positive and significant effect on employee performance. leadership transformational has a positive and significant effect on the quality of work life. Knowledge management has a positive effect on the quality of work life and leadership transformational has a positive and significant effect on employee performance through quality work life and knowledge management have a positive effect on employee performance through quality of work life. Based on the results of calculating direct and indirect effects shows that the influence of the mediator variable in this research is fully mediating. This means that the quality of work life variable can be said to be a mediating variable for all exogenous variables in this study are due to the quality of work life entirely acts as a mediating variable that determines the increase in employee performance.

Optimalisasi Penggunaan Teknologi Pendidikan dan Kemampuan Literasi Media pada Masa Pandemi Covid-19 Herlina, Erna; Yusnita, Nancy; Sutrisno, Slamet; Junengsih, Junengsih; Rosyadi, Imam
Scaffolding: Jurnal Pendidikan Islam dan Multikulturalisme Vol 4 No 2 (2022): Pendidikan Islam dan Multikulturalisme
Publisher : Institut Agama Islam Sunan Giri (INSURI) Ponorogo

The COVID-19 pandemic has brought changes in the world of education that impact dependence on the use of technology in the learning process and increase independent learning that requires learning media literacy skills. The purpose of this study was to review the optimization of the use of technology in education and media literacy skills during the COVID-19 pandemic. This research is a literature review using primary sources from 8 journals published in 2021-2022. The results of the study show that optimizing the use of technology in education during the COVID-19 pandemic can be done by focusing on increasing the utilization, service, and acceptance of this media as a learning tool through increasing perceptions of usability, perceived ease of use, attitudes towards online learning, motivation, mindset and collaboration. ; and aspects of educators such as the attitude of the instructor, competence and interaction of students. The family's socioeconomic status and parents' education level influence are increasing the media literacy skills of students who can support distance learning during the COVID-19 pandemic.

PENGARUH KECERDASAN EMOSIONAL TERHADAP KINERJA KARYAWAN MELALUI ORGANIZATIONAL CITIZENSHIP BEHAVIOR Agustine AS, Fitri Handayani; Yusnita, Nancy; Irawan, Towaf Totok
JIMFE (Jurnal Ilmiah Manajemen Fakultas Ekonomi) Vol 9, No 2 (2023): Vol 9, No. 2 (2023)
Publisher : Universitas Pakuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.34203/jimfe.v9i2.9035

ABSTRAKPenelitian ini bertujuan untuk menguji pengaruh kecerdasan emosional terhadap kinerja karyawan melalui organizational citizenship behavior (OCB). Penelitian ini dilakukan pada salah satu Lembaga Swadaya Masyarakat penyalur zakat di Kota Bogor. Jenis penelitian ini adalah deskriptif dan kuantitatif dengan metode explanatory survey dan metode penarikan sampel non probability sampling dengan metode sampling jenuh. Pengumpulan data diperoleh dari hasil kuesioner dengan jumlah responden sebanyak 32 orang karyawan. Kemudian diuji dengan pengujian Structural Equation Model (SEM). Hasil penelitian menunjukkan kecerdasan emosional dan Organizational Citizenship Behavior (OCB) berpengaruh langsung positif terhadap kinerja karyawan. Kecerdasan emosional berpengaruh positif terhadap organizational citizenship behavior (OCB), serta kecerdasan emosional berpengaruh tidak langsung terhadap kinerja karyawan melalui organizational citizenship behavior (OCB). Dengan demikian, perusahaan sebaiknya mampu meyakinkan karyawan bahwa karyawan dihargai, dipenuhi hak-haknya, dan diberikan kepercayaan penuh, sebagai bentuk motivasi dan dukungan kepada karyawan.ABSTRACTThis research examines emotional intelligence's influence on employee performance through Organizational Citizenship Behavior (OCB). This research was conducted at one of the zakat-distributing Non-Governmental Organizations in Bogor City. This type of research is descriptive and quantitative with an explanatory survey method and a non-probability sampling method with a saturated sampling method. Data collection was obtained from questionnaires with 32 employees as respondents. Then, it was tested using Structural Equation Model (SEM) testing. The research results show that emotional intelligence and Organizational Citizenship Behavior (OCB) directly affect employee performance. Emotional intelligence positively affects Organizational Citizenship Behavior (OCB), and emotional intelligence indirectly affects employee performance through Organizational Citizenship Behavior (OCB). Thus, companies should be able to convince their employees that their employees are valued, have their rights fulfilled, and are given full trust, as a form of motivation and support for employees.

The role of Interpersonal Communication and Trust as antecedents of Organizational Citizenship Behavior (OCB) Yusnita, Nancy
Jurnal Maksipreneur Vol 13 No 2 (2024)
Publisher : Universitas Proklamasi 45

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30588/jmp.v13i2.1679

Since Organizational Citizenship Behavior (OCB) has been found to be a factor that plays an important role in achieving organizational goals and employee work productivity, a lot of research has been conducted by scholars to show this. Social exchange theory shows that the level of employee contribution is determined, in part, by the degree of trust between organizational members. The aim of this research is to find factors that play an important role in the emergence of OCB among employees. This study involves OCB, trust, and interpersonal communication. This study was conducted on production employees at a manufacturing company engaged in the production of medical equipment, totalling 114 employees using a survey method and quantitative approach, using a questionnaire as the main instrument. In this research, it was found that interpersonal communication and trust are factors that significantly influence employee OCB. Strengthening interpersonal communication and trust will increase OCB. In this research, it was also found that trust plays a role in mediating interpersonal communication and OCB. To increase OCB, organizations should first strengthen trust among employees.

The Effect of Non-Physical Work Environment and Organizational Culture on Employee Performance and Commitment to the Organization as Intervening Variables Satria, Yudi Wahyu; Muharam, Hari; Yusnita, Nancy
International Journal of Education, Information Technology, and Others Vol 7 No 3 (2024): International Journal of Education, information technology and others (IJEIT)
Publisher : Peneliti.net

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.13681533

The phenomenon that occurs at PT Eka BogaInti in the Bogor area shows a significant decrease in employee performance. Based on data on the average achievement of employee Key Performance Indicator (KPI) in 2022 and 2023, there is a shortfall of 21.31% of the expected target. This problem is thought to be caused by a non-physical work environment that is not yet optimal, an organizational culture that has not gone well, and commitment to the organization that is still low. This study aims to analyze the effect of non-physical work environment and organizational culture on employee performance with commitment to the organization as an intervening variable. The research method used is quantitative with a survey approach. Data were collected through questionnaires distributed to employees of PT Eka BogaInti in the Bogor area. Data analysis was performed using multiple linear regression techniques. The results showed that the non-physical work environment and organizational culture have a positive and significant influence on employee performance. In addition, commitment to the organization is also proven to mediate the relationship between the non-physical work environment and organizational culture with employee performance. Thus, improving the non-physical work environment and strengthening organizational culture can increase commitment to the organization, which in turn will have a positive impact on employee performance.

IMPROVEMENT OF ENTREPRENEURSHIP THROUGH STRENGTHENING TRANSFORMATIONAL LEADERSHIP AND KNOWLEDGE MANAGEMENT Yusnita, Nancy; Virlania, Yusi
UTSAHA: Journal of Entrepreneurship Vol. 3 Issue 1 (2024)
Publisher : jfpublisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56943/joe.v3i1.390

The increasing number of unemployed in Indonesia, which is caused by an imbalance between the number of the workforce and employment opportunities, is one of the reasons why entrepreneurs are needed. The aim of this research is to find efforts to increase entrepreneurship in teachers of Private Vocational High Schools in North Bogor, Bogor through strengthening transformational leadership and knowledge management, by identify and analyze the influence between these variables. This research was conducted on 121 teachers in North Bogor, Bogor to ensure improved Entrepreneurship by concerning at the strengthening transformational leadership, knowledge management. It uses a quantitative survey-by-survey approach using path analysis. Regression analysis with a significance level = 0.05 was used to test the hypothesis. Based on the research results it can be assumed that entrepreneurship can be further developed by strengthening transformational leadership and knowledge management, both exclusively and as a whole.

INCREASING LECTURER PERFORMANCE THROUGH ORGANIZATIONAL CLIMATE, INTERPERSONAL COMMUNICATION, TRANSFORMATIONAL LEADERSHIP WITH JOB SATISFACTION AS AN INTERVENING VARIABLE Khaeruman, Khaeruman; Hubeis, Musa; Yusnita, Nancy
International Journal of Economy, Education and Entrepreneurship (IJE3) Vol. 3 No. 3 (2023): International Journal of Economy, Education and Entrepreneurship
Publisher : Yayasan Education and Social Center

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53067/ije3.v3i3.228

This research aims to determine efforts to improve performance through organizational climate, interpersonal communication, and transformational leadership and job satisfaction as intervaning variables. This research uses a survey method by collecting data through questionnaires distributed to 285 lecturers at 6 private universities in the city of Serang, Banten. This research uses a combined research method (mixed methods). Researchers use this type of design which is analyzed using path analysis. The results of this research show that Organizational Climate, Interpersonal Communication, and Transformational Leadership have a significant positive direct influence on the Job Satisfaction of lecturers at the Private University of Serang Banten City. Strengthening these aspects can increase Job Satisfaction. Apart from that, there is a direct positive influence of Organizational Climate, Interpersonal Communication, and Job Satisfaction on lecturer performance. Strengthening the Organizational Climate and Interpersonal Communication can directly improve lecturer performance, while Job Satisfaction also has a direct positive influence on lecturer performance. In addition, the findings show that there is a positive indirect influence of Organizational Climate on lecturer performance through increasing Job Satisfaction. The results of this research provide an important contribution to the development of university management strategies to improve the quality of teaching and lecturer performance in the educational environment. The practical implication of this research is that private university management in Serang City needs to pay attention to and improve organizational climate, interpersonal communication, and transformational leadership as an effort to increase lecturers' job satisfaction, which in turn will have a positive impact on their performance. This research suggestion involves recommendations for improving the performance of private university lecturers in Serang City, Banten. It is recommended that university management focus on developing organizational climate, strengthening interpersonal communication, and engaging in transformational leadership training

Co-Authors Agrasadya, Agrasadya Agung, Rezeki Agus Setyo Pranowo Agustine AS, Fitri Handayani Amelia, Rizka Wahyuni Anggraini, Anggun Aqila, Fahira Nur Asep Saepul Hidayat Budiarkah, Budiarkah Dwi Utami Entang, Muhamad Falentina, Falentina Firdaus, Rizky Fajar Gandung, Muhammad Hadiwinata, Nandar Hadjar, Ismu Hamzah Hamzah Hari Gursida Haris Maraden, Abdul Hendana, Deni Hendro Sasongko Heri Iswanto Herlina, Erna Hidayat, Yayan Hutabarat, Rinsan I Komang Wahyu Wiguna Ika Pratiwi Imbron, Imbron Isbat, Isbat Ivan, Geraldy Samuel Juliansyah, Iwan Jumadi Jumadi Junanto, Try Junengsih, Junengsih Khaeruman Khoerunnisa, Sarah Kurniawan, Prasetyo Kustini, Endang Mahrum, Mohammad Mamun, Muhammad Margaretha, Giovanni Inez Erika Martinus Tukiran Moeins, Anoesyirwan Muharam, Hari Musa Hubeis Permana, Herman Prabowo, Budhi Pratama, Haris Rizky ROOSGANDA ELIZABETH Rosyadi, Imam Saripudin Saripudin Satria, Yudi Wahyu Septiani, Fauziah Setiawan , Temmy Slamet Sutrisno Soewarto Hardhienata Sofi’i, Imam Solihin, Dede Sulistiyo, Ajik Sunaryo , Widodo Sunaryo, Widodo Syaiful Anwar Temmy Setiawan, Temmy Tita Miawati Towaf Totok Irawan Virlania, Yusi Widia Astuti Wihartika, Doni Yayan Hadiyat Yuhelmis

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