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yusnita, nancy

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PENGARUH BUDAYA ORGANISASI TERHADAP KINERJA TENAGA KEPENDIDIKAN MELALUI MOTIVASI DAN DISIPLIN KERJA Mamun, Muhammad; Muharam, Hari; Yusnita, Nancy
Jurnal Visionida Vol. 10 No. 2 (2024): Desember
Publisher : Fakultas Ekonomi Universitas Djuanda

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30997/jvs.v10i2.16691

This study aims and provides valuable insights to examine the effect of organisational culture on the performance of education personnel through motivation and work discipline at Djuanda University. The research method used is quantitative method. This research shows that motivation and work discipline will have a greater influence on organisational culture when mediated by performance. The success of an agency or organisation to achieve a goal is highly dependent on the performance of its employees. A person's performance is said to be good if he is able to complete the assigned tasks on time, always contributes and has good attitudes and behaviour according to work standards that have been determined both by the organisation and the values that apply in the environment where employees work. Another factor that can affect employee performance is motivation. Work discipline is very important for organisational growth, especially to motivate employees to discipline themselves in carrying out work both individually and in groups. ABSTRAK Penelitian ini bertujuan dan memberikan wawasan berharga untuk menguji pengaruh budaya organisasi terhadap kinerja tenaga kependidikan melalui motivasi dan disiplin kerja pada Universitas Djuanda. Metode penelitian yang digunakan adalah metode kuantitatif. Penelitian ini menunjukan bahwa motivasi dan disiplin kerja akan lebih besar pengaruhnya terhadap budaya organisasi bila dimediasi oleh kinerja. Keberhasilan sebuah instansi atau organisasi untuk mencapai sebuah tujuan sangat bergantung pada kinerja dari para karyawannya. Kinerja seseorang dikatakan baik apabila mampu menyelesaikan tugas yang diberikan tepat waktu, selalu memberi kontribusi dan memiliki sikap serta perilaku baik sesuai standar kerja yang telah ditentukan baik oleh organisasi maupun nilai-nilai yang berlaku dalam lingkungan karyawan bekerja. Faktor lain yang dapat mempengaruhi kinerja karyawan adalah motivasi. Disiplin kerja sangat penting untuk pertumbuhan organisasi, terutama untuk memotivasi pegawai agar dapat mendisiplinkan diri dalam melaksanakan pekerjaan baik perorangan maupun kelompok.

Interaction of Work Culture and Transformational Leadership in Encouraging Employee Performance at APT3B Banten Province Wiguna, Wahyu; Yusnita, Nancy; Sunaryo, Widodo
Journal of Public Representative and Society Provision Vol. 4 No. 3 (2024): Journal of Public Representative and Society Provision
Publisher : Pusat Studi Pembangunan dan Pemberdayaan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55885/jprsp.v4i3.459

Human Resource Management (HRM) plays an important role in this study, as it focuses on managing high-performing employees in APT3B. A harmonious work culture and transformational leadership are closely related to MSDM practices, which support employee development and create a productive work environment. Through good MSDM, organizations can effectively manage cultural and leadership values, which leads to improved employee performance and engagement. This study aims to analyze how the interaction between work culture and transformational leadership can affect employee performance in APT3B Banten Province. A work culture that supports collaboration and open communication is believed to be able to create a harmonious work environment, while transformational leadership that cares about the well-being of employees can increase their motivation and commitment. This study uses a qualitative method with a case study approach. Data was obtained through in-depth interviews and observations of employees and managers in APT3B. Thematic analysis is used to identify the influence of work culture and transformational leadership on employee performance. The results of the study show that these two factors interact with each other and contribute to improving employee morale, commitment, and performance. A harmonious work culture, supported by leadership that cares about employee development, has been shown to increase productivity and overall organizational success.

TRAINING ON PREPARING SIMPLE FINANCIAL REPORTS BASED ON ANDROID FOR UMKM IN SUBANG DISTRICT, WEST JAVA Anggraini, Anggun; Kurniawan, Prasetyo; Amelia, Rizka Wahyuni; Imbron, Imbron; Pranowo, Agus Setyo; Muharam, Hari; Sasongko, Hendro; Yusnita, Nancy
International Journal of Engagement and Empowerment (IJE2) Vol. 4 No. 3 (2024): International Journal of Engagement and Empowerment
Publisher : Yayasan Education and Social Center

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53067/ije2.v4i3.187

The purpose of this Community Service activity is to train MSMEs in Subang Regency, West Java, to prepare simple Android-based financial reports. This program also aims to encourage participants to educate their surroundings and align with the demands of the millennial era. Using group discussions, the counseling session equips MSMEs with the knowledge to manage finances efficiently through Android-based tools. The activity includes motivational sessions by resource persons to enhance entrepreneurial spirit, demonstrations on creating business products, and hands-on training in preparing financial reports. These efforts not only foster financial literacy but also empower MSMEs to improve their business operations and sustainability. By integrating technology into financial management, the program supports MSMEs in adapting to modern business demands, increasing their competitiveness in the digital economy, and creating a ripple effect of education and innovation within their communities

STRENGTHENING THE CAPACITY OF HEALTHY RICE MSMES THROUGH DIGITAL MARKETING AS A MODERN MARKETING STRATEGY Solihin, Dede; Sofi’i, Imam; Septiani, Fauziah; Astuti, Widia; Gandung, Muhammad; Muharam, Hari; Pranowo, Agus Setyo; Wihartika, Doni; Yusnita, Nancy
International Journal of Engagement and Empowerment (IJE2) Vol. 4 No. 3 (2024): International Journal of Engagement and Empowerment
Publisher : Yayasan Education and Social Center

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53067/ije2.v4i3.188

Strengthening the capacity of healthy rice Micro, Small, and Medium Enterprises (MSMEs) and the growing market demand for healthy and quality products are essential. However, many healthy rice MSMEs still need help marketing their products effectively, especially in the digital era. One solution to increase competitiveness and expand the market is implementing digital marketing. This study analyzes how digital marketing can be an effective marketing strategy for healthy rice MSMEs to increase their business capacity. The method used in this study is a qualitative approach with case studies on several healthy rice MSMEs that have started implementing digital marketing. Data collection techniques were conducted through in-depth interviews with MSME owners and observation and analysis of the digital marketing content used. The study results show that using digital marketing, such as social media, marketing through websites, and e-commerce platforms, can increase product visibility, expand the market, and strengthen relationships with consumers. In addition, implementing the right digital marketing strategy can improve sales and competitiveness of healthy rice MSMEs in the modern market. This study suggests that healthy rice MSMEs should optimize digital marketing as part of their marketing strategy

DOES SELF-EFFICACY PLAY AN INTERVENING ROLE? STUDYING BETWEEN ORGANIZATIONAL CLIMATE AND JOB INVOLVEMENT Yusnita, Nancy
JHSS (JOURNAL OF HUMANITIES AND SOCIAL STUDIES) Vol 5, No 1 (2021): JHSS (Journal of Humanities and Social Studies)
Publisher : UNIVERSITAS PAKUAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33751/jhss.v5i1.3207

Many pieces of research on job involvement had generated findings that job involvement is considered to be one of the main ways to increase employees' performance. The objective of this study is to examine factors that have a relationship with job involvement namely organizational climate and self-efficacy. By finding the important factors that influence job involvement, it is expected that efforts to increase job involvement are useful for enhancing performance This study was conducted among lecturers at 4 private universities in Bogor, Indonesia. The sample for the study consisted of 252 lecturers derived randomly from its population. The study mainly utilized quantitative data (from questionnaires). The regression analysis was used to find out the relationship among variables. The findings revealed that organizational climate had a positive effect on job involvement. Similarly, self-efficacy had a positive effect on job involvement. The further organizational climate had a positive effect on job involvement through self-efficacy. The research result showed that self-efficacy as the intervening had significant a role in the effect of organizational climate on job involvement. Also, based on those findings, this study proposed some recommendations toward private universities to strengthening the self-efficacy of the lecturers to increasing their job involvement to increase performance

THE EFFECT OF TRANSFORMATIONAL LEADERSHIP AND COMPENSATION ON PERFORMANCE (Empirical Study of Teachers at Mafazah Modern Boarding School) Mahrum, Mohammad; Hadjar, Ismu; Yusnita, Nancy
JHSS (JOURNAL OF HUMANITIES AND SOCIAL STUDIES) Vol 5, No 2 (2021): JHSS (Journal of Humanities and Social Studies)
Publisher : UNIVERSITAS PAKUAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33751/jhss.v5i2.3708

This research is motivated by several interviews with the leadership of the Mafazah Modern Islamic Boarding School, several problems regarding the performance of teachers conveyed by the Head of the Pesantren as informants, including, there are still many teachers who are less disciplined with working hours that have been determined by the staffing department, sometimes in the schedule of admission. work is still late and when the time runs out, the teacher always waits for orders and lacks initiative in work, many teachers complain about the leadership of the head of the pesantren in paying attention to teachers personally, the ineffective use of the facilities provided to support work teachers, many complaints about the current compensation system and the reasons for compensation are factors that reduce teacher performance. This study was conducted to determine the effect of transformational leadership and compensation on teacher performance at the Mafazah Modern Islamic Boarding School. The number of samples used in this study were 140 respondents, using simple linear regression analysis and multiple linear regression. The results show that transformational leadership and compensation affect performance partially and simultaneously.

STUDYING THE RELATIONSHIP BETWEEN TRANSFORMATIONAL LEADERSHIP AND ORGANIZATIONAL CULTURE WITH ORGANIZATIONAL COMMITMENT AT MINHAJ SHAHABAH ISLAMIC BOARDING SCHOOL BOGOR Pratama, Haris Rizky; Sunaryo, Widodo; Yusnita, Nancy
JHSS (JOURNAL OF HUMANITIES AND SOCIAL STUDIES) Vol 4, No 2 (2020): JHSS (Journal of Humanities and Social Studies)
Publisher : UNIVERSITAS PAKUAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33751/jhss.v4i2.2461

This study aims to determine the Correlation between Transformational Leadership and Organizational Culture with Organizational Commitment at Minhaj Shahabah Islamic Boarding School Bogor. This study was conducted at Pesantren Minhaj Shahabah Bogor in 2020 and it used survey method with the correlation approach. This study population was 146 employees and the number of sample was 107 employees by proportionate random sampling technique. The collected research data will be analysed by descriptive statistics and inferential statistics. Inferential statistics is used for testing the hypotheses using regression analysis technique, simple correlation and multiple correlation. The results show that 1) there is a positive highly significant correlation berween transformational leadership with organizational commitment with coefficient of correlation (ry.1) is 0,989, coefficient of determination (ry.1)² is 0,978, and supported by regression equation of Å¶ = 14,150 + 0,853 X1, 2) there is a is a positive highly significant correlation between organizational culture with organizational commitment, with coefficient of correlation (ry.2) is 0,993, coefficient of determination (ry.2)² is 0,986, and supported by regression equation Å¶ = 5,992 + 0,932 X2, and 3) there is a positive highly significant correlation between transformational leadership and organizational culture and organizational commitment with coefficient of correlation (ry.1.2) is 0,994 and coefficient of determination (ry.1.2)² is 0,988 and supported by regression equation Å¶ = 7,698 + 0,260X1 + 0,651X2. Therefore, it can be concluded that organizational commitment can be enhanced through transformational leadership and organizational culture.

EXPLORATORY STUDY OF EMPLOYEE ENGAGEMENT Miawati, Tita; Sunaryo, Widodo; Yusnita, Nancy
JHSS (JOURNAL OF HUMANITIES AND SOCIAL STUDIES) Vol 4, No 2 (2020): JHSS (Journal of Humanities and Social Studies)
Publisher : UNIVERSITAS PAKUAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33751/jhss.v4i2.2449

Employee engagement is now recognized as an important topic in the company because it relates with turnover rate, productivity of employee and finally to the company growth. A study conducted to describe the finding of an effort to increase the effectiveness of engagement implementation by company in order to increase level of employee engagement. The study used qualitative research method through exploratory study in a multinational company in Jakarta. Data obtained through interviews with key leaders of the company to find out how the implementation of engagement conducted by the company, and a Focus Group Discussion of employee groups to determine the condition of employee engagement. The researchers analyzed the data from both of company and employees to see if there is a gap between engagement implementation by the company and the conditions of employee engagement. To obtain the validity of the data, researchers used triangulation techniques carried out by experts in the HR field. The study found that the company's efforts to implement employee engagement had not been carried out optimally and equally on all engagement indicators. Likewise, the condition of employee engagement has not yet reached optimal conditions. The conclusion described that there is a gap between companys engagement implementation program and the engagement conditions felt by employees. Thus, it is necessary to make efforts to improve the effectiveness of engagement implementation so that increasing the employee engagement bring contributes to the company's growth

Strategic Management Model of Organizational Citizenship Behavior in the Hospitality Industry Using Fuzzy AHP Analysis Pratiwi, Ika; Yusnita, Nancy; Hamzah, Hamzah
International Journal of Economics Development Research (IJEDR) Vol. 5 No. 6 (2024): International Journal of Economics Development Research (IJEDR)
Publisher : Yayasan Riset dan Pengembangan Intelektual

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37385/ijedr.v4i6.6868

Human resources play an important role in the development of the hotel sector in Banten Province. So that good governance needs to be considered by all hotel management, especially for the management of star hotels which have experienced a decline in visitors over the past three years, one of which is the result of the low quality of human resources of hotel employees. For this reason, this research was conducted as a step to determine strategies to improve employee organizational citizenship behavior in the hospitality sector. Of the three alternative strategies tested using the AHP analysis method, among others, alternative strategy 1 is a policy to improve the positive work environment through recognition. Alternative strategy 2 is a policy to improve the positive work environment through recognition and alternative strategy 3 is a policy by giving full attention to employees and providing constructive feedback. The results showed that the alternative strategy with the highest priority scale to improve OCB is an open and sustainable communication policy strategy between leaders and employees. While the second priority scale is with the Policy strategy by giving full attention to employees and providing constructive feedback. While the last priority scale is with a policy strategy to improve the positive work environment through recognition. Through increasing the sense of trust (trust) by paying attention to the indicator of trust in teamwork as the most dominant indicator. This can be improved through increasing group competence in the common goals of the organization. Increase open, honest communication between employees, and create a work atmosphere that can support collaboration among employees.

Strategies for Improving Employee Performance Through Strengthening Organizational Culture, Work Discipline, Training Programs and Trust Kustini, Endang; Yusnita, Nancy; Sunaryo, Widodo
Asean International Journal of Business Vol. 4 No. 2 (2025)
Publisher : Asosiasi Dosen Peneliti Ilmu Ekonomi dan Bisnis Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54099/aijb.v4i2.1245

Purpose – This study aims to test the influence of organizational culture, work discipline and training programs on employee performance with trust as a mediator. Methodology/approach – The population in this study were all civil servants in functional positions at the Ministry of Cooperatives and SMEs of the Republic of Indonesia totaling 253 employees. The sampling technique used proportional random sampling with the Slovin formula with an error margin of 5% with a sample size of 155 respondents. The data analysis method used in this study was Path Analysis. Findings – There is a significant positive direct influence of Organizational Culture, Work Discipline, Training Programs and Trust on Employee Performance. There is a significant positive direct influence of Organizational Culture, Work Discipline, and Training Programs on Trust. The Trust variable is able to mediate the influence of Organizational Culture, Work Discipline, and Training Programs on Employee Performance. Novelty/value – This study raises a topic that has been relatively little explored in the context of improving employee performance in the government sector, especially in the Ministry of Cooperatives and SMEs of the Republic of Indonesia, with a focus on Civil Servants in Functional Positions.

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 Fachry, Emir Falentina, Falentina Firdaus, Rizky Fajar Gandung, Muhammad Hadiwinata, Nandar Hadjar, Ismu Hamzah Hamzah Hari Gursida Haris Maraden, Abdul Hendana, Deni Hendro Sasongko 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 Listyaningtyas, Dewi Mahdi, Uteng Mahrum, Mohammad Mamun, Muhammad Margaretha, Giovanni Inez Erika Martinus Tukiran Moeins, Anoesyirwan Muharam, Hari Musa Hubeis Mustopa, Said Permana, Herman Prabowo, Budhi Pratama, Haris Rizky Pribadi, Insan 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 Syamsiar, Syamsiar Temmy Setiawan, Temmy Tita Miawati Towaf Totok Irawan Virlania, Yusi Widia Astuti Wihartika, Doni Yayan Hadiyat Yuhelmis

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