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yusnita, nancy

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The Influence of Organizational Culture, Work Discipline, Training Programs and Trust on Employee Performance Kustini, Endang; Yusnita, Nancy; Sunaryo, Widodo
International Journal of Applied Management and Business Vol. 3 No. 1 (2025)
Publisher : ADPEBI Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54099/ijamb.v3i1.1270

Purpose – This study aims to determine the effect of organizational culture, work discipline, training programs and trust on employee performance. 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 multiple linear regression. Findings – The results of this study are that there is a significant positive effect of Organizational Culture on Employee Performance. There is a significant positive effect of Work Discipline on Employee Performance. There is a significant positive effect of Training Programs on Employee Performance. There is a significant positive effect of Trust on Employee Performance. Simultaneously there is a significant positive effect of organizational culture, work discipline, training programs, and trust on employee performance.

The Effect of Compensation and Work Environment On Commitment To The Organisation With Job Satisfaction As An Intervening Variable (Empirical Study at One of the F&B Companies in Bogor City) Agung, Rezeki; Yusnita, Nancy; Tukiran, Martinus
Dinasti International Journal of Education Management And Social Science Vol. 5 No. 5 (2024): Dinasti International Journal of Education Management and Social Science (June
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijemss.v5i5.2852

Organisational commitment is a very important aspect in the world of work, as it has a direct impact on various factors that affect the success of the company. Employees who have high organisational commitment tend to show higher productivity, strong loyalty and better quality of work. In addition, strong organisational commitment reduces employee turnover rates, minimises recruitment and training costs, and helps retain knowledge and expertise within the organisation. Organisational commitment needs to be supported by appropriate compensation, a supportive work environment and employee job satisfaction. With the continuous role between these variables, it is expected to increase commitment to the organisation. This study aims to determine how to increase organisational commitment by identifying the direct and indirect effects of compensation, work environment and job satisfaction on organisational commitment at Raindear Coffee & Kitchen. This type of research method is a quantitative method using survey techniques. The population used in this study were employees of Raindear Coffee & Kitchen. The analysis technique used is descriptive statistics and path analysis with a total research sample of 112 respondents of Raindear Coffee & Kitchen employees. The results of this study found that there is a direct effect of compensation on job satisfaction with a coefficient value of 0.478, there is a direct effect of the work environment on job satisfaction with a coefficient value of 0.394, there is a direct effect of compensation on organisational commitment with a coefficient value of 0.239, there is a direct effect of work environment on organisational commitment with a coefficient value of 0.273, there is a direct effect of job satisfaction on organisational commitment with a coefficient value of 0.321, there is a indirect effect of compensation on organisational commitment through job satisfaction with a coefficient value of 0.153, there is a indirect effect of work environment on organisational commitment through job satisfaction with a coefficient value of 0.126. In order to enhance employee organisational commitment, management should ensure what compensation is in accordance with employee expectations and what work environment can support employees so as to increase productivity, work quality, and employee retention rates.

Pengaruh Budaya Organisasi, Gaya Kepemimpinan Transformasional Pada Komitmen Terhadap Organisasi Melalui Kepuasan Kerja sebagai Variabel Intervening Hidayat, Asep Saepul; Hadiyat, Yayan; Yusnita, Nancy
Abdi Implementasi Pancasila:Jurnal Pengabdian kepada Masyarakat Vol 5 No 1 (2025): Mei
Publisher : Universitas Pancasila

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35814/q0kmqx92

Kegiatan pengabdian kepada masyarakat ini dilaksanakan untuk memperkuat budaya organisasi dan gaya kepemimpinan transformasional dalam upaya meningkatkan komitmen pegawai ASN di Kecamatan Golongan III Kabupaten Bogor. Berdasarkan hasil identifikasi lapangan, ditemukan bahwa lemahnya komitmen pegawai sering kali berkaitan dengan kurang optimalnya penerapan nilai-nilai organisasi dan kurangnya keteladanan pimpinan. Melalui rangkaian pelatihan, workshop, dan pendampingan yang dilakukan secara terstruktur, pengabdian ini memberikan pemahaman serta praktik langsung mengenai penerapan budaya organisasi dan gaya kepemimpinan yang inspiratif. Hasil kegiatan menunjukkan bahwa pendekatan langsung dalam penguatan budaya organisasi dan kepemimpinan berkontribusi positif terhadap peningkatan keterlibatan dan loyalitas pegawai. Kegiatan ini memberikan manfaat praktis bagi pemerintah daerah dalam upaya membangun sistem kerja yang lebih akuntabel dan berorientasi pada pelayanan publik yang berkualitas.

Improving Management Performance Through Strengthening Self-Efficacy and Work Motivation Prabowo, Budhi; Moeins, Anoesyirwan; Yusnita, Nancy
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.v4i2.1246

Purpose – The purpose of this study was to find strategies and ways to improve the performance of administrators at Posyantek DKI Jakarta through an analysis of the magnitude of the direct influence of self-efficacy on work motivation, the direct influence of work motivation on administrator performance and the indirect influence of self-efficacy on administrator performance through work motivation as an intervening variable Methodology/approach – The method used is a quantitative method. The population in this study was 258 and the sample used was 158 Posyantek administrators. While the data analysis method of testing research instruments uses validity tests, reliability tests. Data analysis techniques consist of descriptive analysis of respondent characteristics and SEM PLS analysis. Findings – The results of this study indicate thatself-efficacy variables have a positive effect on motivation variables or it can be said that the higher the self-efficacy, the higher the motivation, conversely the lower the self-efficacy, the lower the motivation, the motivation variables have a positive effect on performance variables or it can be said that the higher the motivation, the higher the performance, conversely the lower the motivation, the lower the performance and self-efficacy has a significant effect on performance mediated by motivation.

The Influence of Self-Efficacy Through Work Motivation on Commitment to the Organization Prabowo, Budhi; Moeins, Anoesyirwan; Yusnita, Nancy
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.v4i2.1247

Purpose – The purpose of this study was to find the influence of self-efficacy through motivation on commitment to the organization at Posyantek DKI Jakarta through an analysis of the magnitude of the direct influence of self-efficacy on work motivation, the direct influence of work motivation on commitment to the organization and the indirect influence of self-efficacy through work motivation on commitment to the organization. Methodology/approach – The method used is a quantitative method. The population in this study was 258 and the sample used was 158 Posyantek administrators. While the data analysis method of testing research instruments uses validity tests, reliability tests. Data analysis techniques consist of descriptive analysis of respondent characteristics and SEM PLS analysis. Findings – The results of this study indicate thatself-efficacy variables have a positive effect on motivation variables or it can be said that the higher the self-efficacy, the higher the motivation, conversely the lower the self-efficacy, the lower the motivation, the motivation variables have a positive effect on commitment variables to the organization or it can be said that the higher the motivation, the higher the performance, conversely the lower the motivation, the lower the performance and self-efficacy has a significant effect on commitment to the organization mediated by motivation.

Organizational Efficiency: The Role of Implementation of Total Quality Management, Work Motivation and Employee Performance Yusnita, Nancy
Performance: Jurnal Personalia, Financial, Operasional, Marketing dan Sistem Informasi Vol 32 No 2 (2024): Performance
Publisher : Faculty of Economics and Business Universitas Jenderal Soedirman

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32424/1.jp.2024.32.2.12769

The purpose of this study is to provide recommendations for companies to improve the performance of their employees by analyzing the relationship between the variables in this study, namely Total Quality Management (TQM), Work Motivation and Employee Performance. This research was conducted at PT. Sarandi Karya Nugraha is a health equipment fabrication company. This research is quantitative research with a survey approach. The number of samples used in the study were 112 people who were permanent employees. The method for processing and analyzing data uses Partial Least Square (PLS). The results of the study show that there is a positive and significant direct effect of the TQM on employee performance. There is a positive and significant direct effect of work motivation on employee performance. There is a positive and significant direct effect of the TQM on work motivation. There is a positive and significant indirect effect of the TQM on employee performance. through work motivation. This study shows the effective role of the intervening variable, it is work motivation.

The Influence of Transformational Leadership and Perceived Organizational Support (POS), Mediated by Trust on Employee Engagement at PT Hutama Karya (Persero) Khoerunnisa, Sarah; Yusnita, Nancy; Hadiyat, Yayan
International Journal Administration, Business & Organization Vol 6 No 1 (2025): IJABO
Publisher : Asosiasi Ahli Administrasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61242/ijabo.25.465

This study aims to analyze the influence of transformational leadership and Perceived Organizational Support (POS) on employee engagement, with trust as a mediating variable. A quantitative research approach was employed using a survey technique. Data were collected through questionnaires distributed to employees of PT Hutama Karya (Persero) and analyzed using Structural Equation Modeling (SEM). The findings indicate that transformational leadership and POS have a positive and significant impact on trust, which in turn enhances employee engagement. Trust is proven to be a mediator that strengthens the relationship between transformational leadership, POS, and employee engagement. The study concludes that organizations need to reinforce transformational leadership and provide better organizational support to foster employee trust, ultimately leading to higher engagement. These findings offer practical implications for PT Hutama Karya (Persero) management in designing strategies to enhance employee engagement and support the company's business sustainability.

THE INFLUENCE OF ORGANIZATIONAL CULTURE ON EMPLOYEE PERFORMANCE TROUGH JOB SATISFACTION AS AN INTERVENING VARIABLE AT CONVENTIONAL STATE-OWNED BANKS IN THE BEKASI AREA Agrasadya, Agrasadya; Notosudjono, Didik; Yusnita, Nancy
International Journal of Multidisciplinary Research and Literature Vol. 4 No. 3 (2025): INTERNATIONAL JOURNAL OF MULTIDISCIPLINARY RESEARCH AND LITERATURE
Publisher : Yayasan Education and Social Center

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53067/ijomral.v4i3.324

This study aims to the influence of organizational culture on employee performance through job satisfaction as an intervening variable. This study was conducted using a quantitative approach. Organizational culture has a significant positive effect on performance, which can be interpreted that the organizational culture variable has a positive effect on the performance variable or it can be said that the higher the organizational culture, the higher the performance, conversely the lower the organizational culture, the lower the performance. Job satisfaction has a significant positive effect on performance, which can be interpreted that the job satisfaction variable has a positive effect on the performance variable or it can be said that the higher the job satisfaction, the higher the performance, conversely the lower the job satisfaction, the lower the performance. Organizational culture has a significant positive effect on job satisfaction, which can be interpreted that the organizational culture variable has a positive effect on the job satisfaction variable or it can be said that the higher the organizational culture, the higher the job satisfaction, conversely the lower the organizational culture, the lower the job satisfaction. Organizational culture has a significant effect on performance which is positively mediated by job satisfaction.

REFLECTIONS ON THE EXPERIENCE OF BOGOR CITY CULINARY SMEs IN BUILDING ORGANIZATIONAL COMMITMENT FOR BUSINESS SUSTAINABILITY Elizabeth, Roosganda; Gursida, Hari; Moeins, Anoesyirwan; Yusnita, Nancy
International Journal of Economy, Education and Entrepreneurship (IJE3) Vol. 5 No. 1 (2025): 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.v5i1.342

This study aims to analyze how the experience of culinary SMEs in Bogor City plays a role in building organizational commitment that supports business sustainability. This study uses a qualitative approach with in-depth interview techniques with culinary SMEs in Bogor City. The results of the study indicate that the experience of business actors plays a very important role in decision making and business strategy planning. Experienced business actors tend to be better able to identify opportunities and challenges, and make the right decisions for the sustainability of their business. However, low managerial quality and high dependence on business owners are inhibiting factors in the formation of independent and sustainable organizations. This affects the ability of businesses to manage human resources and efficient operational processes. In addition, the study also revealed that business actors tend to under-utilize past experiences as a reflection for improvement, which can cause the same mistakes to be repeated. Therefore, the results of this study emphasize the importance of developing managerial skills, increasing reflection on past experiences, and effective human resource management to strengthen organizational commitment. All of these factors are very important to support the sustainability of culinary SMEs in Bogor City.

THE INFLUENCE OF CAREER SUCCESS ON EMPLOYEE PERFORMANCE TROUGH JOB SATISFACTION AS AN INTERVENING VARIABLE AT CONVENTIONAL STATE-OWNED BANKS IN THE BEKASI AREA Agrasadya, Agrasadya; Notosudjono, Didik; Yusnita, Nancy
International Journal of Economy, Education and Entrepreneurship (IJE3) Vol. 5 No. 1 (2025): 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.v5i1.363

This study aims to the influence of career success on employee performance through job satisfaction as an intervening variable. This study was conducted using a quantitative approach. The results showed that career success has a significant positive effect on performance, which can be interpreted that the career success variable has a positive effect on performance variables or it can be said that the higher the career success, the higher the performance, conversely the lower the career success, the lower the performance. Job satisfaction has a significant positive effect on performance, which can be interpreted that the job satisfaction variable has a positive effect on performance variables or it can be said that the higher the job satisfaction, the higher the performance, conversely the lower the job satisfaction, the lower the performance. Career success has a significant positive effect on job satisfaction, which can be interpreted that the career success variable has a positive effect on job satisfaction variables or it can be said that the higher the career success, the higher the job satisfaction, conversely the lower the career success, the lower the job satisfaction. Career success has a significant effect on performance that is positively mediated by job satisfaction.

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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