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yusnita, nancy

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The Role of Personality in Lecturer Engagement and the Effectiveness of Job Satisfaction as an Intervening Junengsih, Junengsih; Yusnita, Nancy; Sunaryo, Widodo
West Science Business and Management Vol. 2 No. 02 (2024): West Science Business and Management
Publisher : Westscience Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58812/wsbm.v2i02.967

This research to identify methods to enhance lecturer engagement by focusing on job satisfaction and personality factors. The research sample consists of 166 lecturers from private universities in Bekasi. Path analysis and sobel test were employed in the methodology. The finding concludes that: 1) Enhancing personality can boost the engagement of permanent lecturers at private universities. 2) There is an indirect influence of personality on lecturer engagement through job satisfaction, the job satisfaction variable is able to mediate effectively between personality variables and lecturer engagement. It is recommended to strengthen the indicators of these variables to enhance personality through job satisfaction.

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

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37680/scaffolding.v4i2.1651

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.

Synergy of Competence and Leadership in Improving Employee Commitment, Motivation, and Performance for Organizational Development: Systematic Literature Review Isbat, Isbat; Tukiran, Martinus; Yusnita, Nancy; Sunaryo, Widodo; Munawir, Abdillah; Haris Maraden, Abdul
Asian Journal of Social and Humanities Vol. 2 No. 9 (2024): Asian Journal of Social and Humanities
Publisher : Pelopor Publikasi Akademika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59888/ajosh.v2i9.346

This study aims to identify the synergy between competence and leadership in improving employee commitment, motivation, and performance for organizational development. The methodology used in this study is meta-analysis with a focus on quality data from international journals indexed by Scopus. The tools used include VOSviewer software for article review and WordStat for descriptive statistical analysis. The results of the study show that competence and leadership have an important role in improving employee commitment, motivation, and performance. This study reveals that improvements in both variables can overcome various obstacles in organizational development. Effective leadership and strong competencies are able to increase employee commitment, develop creative abilities, provide leadership training, and motivate employees through the right organizational strategy. This research has several important implications. First, organizations that want to improve employee performance must focus on strengthening leadership and developing competencies. Good management of intervening variables will help in designing more effective strategies, which in turn will improve the overall performance of the organization. Second, the results of the study show that organizations not only need to rely on leadership and competence alone, but also must consider the context and conditions of other variables that can affect the final result. A more comprehensive and holistic approach is needed to face the challenges and dynamic changes in organizational development. Based on the findings of this study, it is recommended that organizations implement training and development programs that focus on improving competence and leadership.

Strategy to Increase Talent Retention by Using Gamification and a Holistic Approach in Increasing Talent Retention and Employee Engagement: A Systematic Literature Review Yuhelmis; Tukiran, Martinus; Yusnita, Nancy; Sunaryo, Widodo; Hidayat, Yayan
International Journal of Social and Management Studies Vol. 5 No. 3 (2024): International Journal of Social and Management Studies (IJOSMAS)
Publisher : IJOSMAS

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5555/ijosmas.v5i3.418

Employee retention is an important issue for organizations in various industries. The ability to retain skilled employees is critical to maintaining organizational performance, competitiveness, and sustainable growth. This systematic literature review aims to synthesize findings from various leading international journals to provide a comprehensive understanding of the factors that influence employee retention and the strategies that can be used to improve it. Talent is considered as the potential or ability of different individuals to implement organizational growth strategies and is a term that is widely discussed in the contemporary era. When handled well, talented human resources encourage organizational efforts to implement growth strategies thereby providing sustainability for the organization and encouraging economic growth. . This research uses Preferred Reporting Items for Systematic Reviews. Data was obtained from online databases, namely JSTOR, AOS-Strategi and Inovasi, John Wiley and Sons Inc, Emerald Publishing, Interscalene Publishers, SAGE Publications, University of Minnesota, Technical Publishing, Technical University of Liberec, Routledge. 65 articles were obtained. By using the keyword search "talent retention and talent management". Design/methodology/approach: This is a literature review with data from the scientific database Scopus. We found 65 results from 2006 to 2024. After removing duplicates and other search fields, we were left with 30 final documents. The analysis results obtained Talent management and talent retention should be seen as strategic business priorities and for this reason, organizations are ready to invest in the careers of these employees to increase organizational commitment. Organizations strive to retain employees by creating an engaging and enjoyable work environment, as well as implementing diverse employee retention policies to increase job satisfaction and reduce the high costs of recruiting new employees. Findings: This study provides evidence that sustainable practices in the workplace improve employee well-being and reduce environmental pollution, while providing benefits to corporate survival. Research limitations/implications: The use of other database sources besides Scopus and Web of Science can provide additional results. Practical implications: This study highlights the need for organizations to develop sustainable HRM practices to minimize negative impacts on employee well-being and capitalize on savings generated through sustainable initiatives. These findings can contribute to better corporate practices and further research development in this area. To understand strategies for increasing talent retention using gamification and a holistic approach, each of these concepts and how they can be applied in the context of increasing employee engagement and retention.

Determinants of Private University Lecturer Engagement in Bekasi City, West Java, Indonesia Junengsih, Junengsih; Yusnita, Nancy; Sunaryo, Widodo
The Eastasouth Journal of Social Science and Humanities Vol. 1 No. 03 (2024): The Eastasouth Journal of Social Science and Humanities (ESSSH)
Publisher : Eastasouth Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58812/esssh.v1i03.273

This research aims to find ways to increase lecturer engagement through transformational leadership and personality variables. The sample for this research was lecturers at private universities in the city of Bekasi, totaling 166 lecturers. The method used is path analysis and indicator analysis techniques. This research concludes that; 1) Strengthening Transformational Leadership can increase the engagement of permanent lecturers at private universities. 2) Strengthening Personality can increase the engagement of permanent lecturers at private universities. Suggestions, to strengthen transformational leadership and personality, you can strengthen the indicators for these variables.

Determinant Factor of Pamong Praja Police Unit; Evidence from Bogor District, West Java, Indonesia Anwar, Syaiful; Yusnita, Nancy; Sunaryo, Widodo
The Eastasouth Journal of Social Science and Humanities Vol. 1 No. 03 (2024): The Eastasouth Journal of Social Science and Humanities (ESSSH)
Publisher : Eastasouth Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58812/esssh.v1i03.279

The objective of this study is to ascertain and examine the direct and indirect impact of organizational culture on employee performance, specifically via the lens of work satisfaction within the Civil Service Police Unit in Bogor Regency. The population in this study was Bogor district Civil Service Police Unit. The number of samples in this study was 232 samples. Data analysis uses path analysis. The research results show that (1) Strengthening organizational culture can improve the performance of civil service police units. (2) Strengthening job satisfaction can improve the performance of civil service police units. (3) Strengthening organizational culture can increase job satisfaction. (4) The performance of a civil service police unit is positively influenced by its organizational culture. The work happiness variable serves as an efficient mediator between organizational culture factors and employee performance variables. Strengthening both organizational culture and job satisfaction can enhance the performance of civil service police units.

Strategies for Improving Employee Performance Through Organizational Culture and Transformational Leadership with Job Satisfaction as an Intervening Variable: A Study of Employees in the Sewing Section of a Bekasi Garment Company Utami, Dwi; Yusnita, Nancy; Hidayat, Yayan
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 7 No 3 (2024): Sharia Economics
Publisher : Sharia Economics Department Universitas KH. Abdul Chalim, Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v7i3.5514

This research aims to analyze Employee Performance Improvement (Z) through Organizational Culture and Transformational Leadership, with Job Satisfaction as an intervening variable: Study of PT Sabena Cipta, Bekasi on Sewing Department Employees). The research population has 400 people, with a sample of research is 200 employees in the sewing department. The method used in this research uses quantitative methods, data collection for each variable studied uses a questionnaire with a rating scale. Data analysis techniques use descriptive statistics and path analysis techniques. The research results show: a) There is a direct positive influence of organizational culture on employee performance. b) There is a direct positive influence of transformational leadership on employee performance. c) There is a direct positive influence of job satisfaction on employee performance. d) there is a direct positive influence of organizational culture on job satisfaction e) There is a positive direct effect of transformational leadership on job satisfaction. f) there is an indirect positive influence of organizational culture on employee performance through job satisfaction. With a zcount value greater than ztable it can be concluded that job satisfaction mediates the influence of organizational culture on employee performance. g) there is an indirect positive influence of transformational leadership on employee performance through job satisfaction with a zcount value greater than ztable so it can be concluded that job satisfaction mediates the influence of transformational leadership on employee performance.

Work Stress, Job Burnout, and Turnover Intention among Micro, Small, and Medium Finance Company’s Employee Yusnita, Nancy; Gursida, Hari
Jurnal Nusantara Aplikasi Manajemen Bisnis Vol 9 No 1 (2024): Jurnal Nusantara Aplikasi Manajemen Bisnis
Publisher : UNIVERSITAS NUSANTARA PGRI KEDIRI

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29407/nusamba.v9i1.20008

Research aim: The purpose of this study is to find efforts to reduce the turnover intention of an employee by examining the factors that become antecedents of the turnover intention of an employee, namely work stress and job burnout. Design/Methode/Approach: Quantitative approach with survey method, using regression analysis (path analysis) and quantitative data (from questionnaires). Finding: This study reveals that work stress and job burnout positively influence turnover intention, with job burnout mediating the relationship between work stress and turnover intention, while life stressors, feeling ineffective in dealing with others at work, and actively seeking a new job are identified as the most influential factors. Theoretical contribution/Originality: The theoretical contribution of this research lies in its special emphasis on the influence of perceived outcomes of stress and the importance of harmonious relationships between coworkers in reducing the impact. Practitioner/Policy implication: Concerning the turnover intention of their employee to decrease the turnover of employees by reducing stress levels and reducing job burnout in employees. Research limitation: This study only used samples from branch offices in Java Island, as well as its examination of only three variables (Work Stress, Job Burnout, and Turnover Intention). We recommend further research to use a wider sample.

Strategies for Improving Employee Performance through the Enhancement of Personality, Trust, and Job Satisfaction: An Empirical Study on Operational Employees of PT Lintas Buana Taksi Wibowo, Hendra Ratno; Yusnita, Nancy; Hadiyat, Yayan
International Journal Administration, Business & Organization Vol 6 No 3 (2025): IJABO
Publisher : Asosiasi Ahli Administrasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61242/ijabo.25.574

This study examines strategies to enhance employee performance through the roles of personality, trust, and job satisfaction among operational employees of PT. Lintas Buana Taksi (Blue Bird Group). The research was motivated by the gap between operational targets and actual outcomes during 2021–2023, including high accident claims, increasing customer complaints, and suboptimal performance indicators in quality, quantity, effectiveness, and efficiency. These conditions highlight the significance of psychological and behavioral factors in shaping performance. The objective of this study is to analyze the direct effect of personality on performance and to assess the mediating roles of trust and job satisfaction. A quantitative survey method was applied, using questionnaires distributed to operational employees. Data were analyzed through Structural Equation Modeling with Partial Least Squares (SEM-PLS). The results show that personality does not directly affect performance significantly; however, it has a strong positive influence on trust and job satisfaction. Furthermore, both trust and job satisfaction positively and significantly affect employee performance. Mediation analysis confirms that personality indirectly improves performance through trust and job satisfaction. These findings indicate that employee performance enhancement is more effective when personality traits are supported by a trusted work environment and higher job satisfaction. The study contributes theoretically by enriching organizational behavior and human resource management literature, and practically by offering insights for management. Personality-based recruitment, trust-building initiatives, and improvement of job satisfaction are recommended strategies to achieve sustainable employee performance in the transportation service industry.

Study of Organizational Culture Emotional Quotient and Work Motivation on Employee Performance (Empirical Study on HR Bureau and General Supervisory Commission Business Competition) Yusnita, Nancy; Samuel, Bryllee; Wahyuni, Elsa Eka
Share : Social Work Journal Vol 15, No 2 (2025): Share : Social Work Journal
Publisher : University of Padjadjaran

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24198/share.v15i2.58402

Employee performance plays a crucial role in determining the success of an organization or institution. Consequently, organizations make continuous efforts to enhance employee performance to ensure that their goals are achieved. One factor that contributes to performance outcomes is individual ability, which includes emotional intelligence. Therefore, elements such as organizational culture and emotional intelligence must be taken into account when seeking to improve employee performance. This study aimed to identify strategies for enhancing employee performance by examining the relationships among the research variables. The research was carried out at the Human Resources and General Bureau of the Business Competition Supervisory Commission (KPPU) to assess the influence of organizational culture and emotional intelligence on employee performance. A quantitative approach was employed, with data gathered through questionnaires distributed to employees. The study applied a saturated sampling method, meaning that all members of the population were included as respondents, resulting in 88 participants. Data were analyzed using descriptive statistics and path analysis. The findings indicated that employee performance can be improved by aligning organizational culture, fostering emotional intelligence, and strengthening employee work motivation.

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

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