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KEPUTUSAN PEMBELIAN YANG DIPENGARUHI KUALITAS PRODUK, PERSEPSI HARGA DAN LOKASI Salma, Nabila Famalia; Budiono, Aris
JURNAL ILMU MANAJEMEN SABURAI Vol 9, No 1 (2023): JURNAL ILMU MANAJEMEN SABURAI
Publisher : Universitas Sang Bumi Ruwa Jurai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24967/jmb.v9i1.2104

Tujuan dilakukannya penelitian ini untuk melakukan analisis apakah terdapat pengaruh antara variable bebas yaitu Kualitas Produk (X1), Persepsi Harga (X2), dan Lokasi (X3) terhadap variable terikat yaitu Keputusan Pembelian (Y) secara simultan maupun parsial, dalam konteks perusahaan yang berdiri dibidang kuliner. Dalam penelitian ini diperoleh sebanyak 80 responden dengan metode skala likert dan ditambah 30 responden untuk dilakukan uji validitas dan realibilitas. Metode kuantitatif kami gunakan dengan regresi linier berganda menggunakan aplikasi SPSS 24 untuk mengetahui pengaruh secara simultan dan parsial. Didapatkan hasil bahwa secara simultan ketiga variable bebas terdapat pengaruh terhadap variable terikat yaitu kualitas produk, persepsi harga, dan lokasi. Secara parsial terdapat dua variable bebas tidak berpengaruh terhadap variable terikat yaitu kualitas produk dan persepsi harga, sedangkan variable lokasi pengaruh terhadap keputusan pembelian.

ANALISIS KOMITMEN ORGANISASI KARYAWAN HOTEL ASTON YANG DIPENGARUHI BUDAYA ORGANISASI, KOMPENSASI, DAN KINERJA Francisca, Angrian; Budiono, Aris
Human Capital Development Vol 11 No 1 (2024): Human Capital Development
Publisher : Human Capital Development

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Penelitian ini bertujuan untuk mengetahui apakah budaya organisasi, kompensasi, kinerja berpengaruh terhadap komitmen organisasi. Lokasi penelitian ini bertempat di hotel aston bandar lampung. Penelitian ini dilakukan dari bulan november sampai april. Populasi dalam penelitian ini adalah seluruh karyawan Hotel Aston Bandar Lampung yang berjumlah 77 orang. Peneliti memutuskan untuk menyebarkan kuesioner penelitian ini melalui google form dan disebarkan kepada karyawan Hotel Aston Bandar Lampung. Berdasarkan analisis dan hasil pengujian hipotesis mengenai analisis kepuasan kerja karyawan hotel aston yang dipengaruhi budaya organisasi, komitmen organisasi, kompensasi, dan kinerja dapat disimpulkan sebagai berikut, Budaya organisasi tidak berpengaruh terhadap komitmen organisasi, Kompensasi tidak berpengaruh terhadap komitmen organisasi, Kinerja berpengaruh terhadap komitmen organisasi.

PENGARUH SERVICESCAPE, KUALITAS PRODUK, KEPUASAN PELANGGAN TERHADAP LOYALITAS PELANGGAN BEAN SPOT ALFAMART PENGGILINGAN Safitri, Endah; Budiono, Aris
Human Capital Development Vol 11 No 2 (2024): Human Capital Development
Publisher : Human Capital Development

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Penelitian ini bertujuan untuk mengetahui pengaruh servicescape, kualitas produk, dan kepuasan pelanggan serta loyalitas pelanggan di Beanspot Alfamart penggilingan. Populasi penelitian ini ialah pembeli Beanspot Alfamart penggilingan yang membeli produk bean spot minimal dua kali pembelian didapatkan sampel sebanyak 80 sampel dengan Teknik roscoe. Hasil uji F menunjukan bahwa variabel servicescape, kualitas produk, dan kepuasan pelanggan secara loyalitas konsumen; secara parsial servicescape tidak mempengaruhi loyalitas konsumen. Dua variabel bebas, kualitas produk dan kepuasan pelanggan, mempengaruhi loyalitas konsumen.

Pengaruh Persepsi Harga, Kualitas Pelayanan, dan Kualitas Produk Terhadap Kepuasan Konsumen di Solaria Rahmawati, Ayu; Budiono, Aris
J-CEKI : Jurnal Cendekia Ilmiah Vol. 4 No. 3: April 2025
Publisher : CV. ULIL ALBAB CORP

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56799/jceki.v4i3.8988

Penelitian ini bertujuan untuk mengetahui pengaruh persepsi harga,kualitas pelayanan dan kualitas produk terhadap kepuasan konsumen. lokasi penelitian dilakukan di solaria pada november 2024 dan populasi penelitian dilakukan sebanyak 150 orang termasuk 30 responden untuk uji validitas dan reabilitas. Metode penelitian menggunakan kuantitatif regresi linier berganda menggunakan Software SPSS versi 25. teknik sampling yang digunakan purposive sampling. Hasil penelitian menunjukan bahwa variabel persepsi harga, kualitas pelayanan dan kualitas produk berpengaruh simultan terhadap kepuasan konsumen. Secara parsial X1 Persepsi harga berpengaruh terhadap kepuasan konsumen, X2 Kualitas pelayanan berpengaruh terhadap kepuasan konsumen dan X3 Kualitas produk berpengaruh terhadap kepuasan konsumen

Pengaruh Servicescape, Persepsi Harga, dan Kualitas Pelayanan Terhadap Kepuasan Konsumen di Interaksi Space Damayanti, Kharisma; Budiono, Aris
J-CEKI : Jurnal Cendekia Ilmiah Vol. 4 No. 3: April 2025
Publisher : CV. ULIL ALBAB CORP

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56799/jceki.v4i3.8991

Penelitian ini bertujuan untuk menganalisis servicescape, persepsi harga, dan kualitas pelayanan terhadap kepuasan konsumen. Lokasi penelitian dilakukan di Interaksi Space pada bulan Desember 2024, dan populasi penelitian sebanyak 150 orang. Pengambilan sampel menggunakan instrumen skala likert sebagai arahan untuk melakukan pengukuran. Metode Sampling Jenuh setelah dikurangi 20 responden untuk uji validitas dan reliabilitas. Sebanyak 100 responden yang bersedia mengisi kuesioner akan digunakan dalam perhitungan regresi linier berganda dengan menggunakan aplikasi perangkat lunak SEM-PLS. Hasil penelitian sebagai berikut: servicescape tidak berpengaruh oleh kepuasan kosumen, persepsi harga dipengaruhi oleh kepuasan konsumen, dan kualitas pelayanan dipengaruhi oleh kepuasan konsumen.

Understanding Employee Turnover: Health, Safety, Work Environment, and Job Satisfaction Influence Commitment Prakoso, Ananda; Budiono, Aris
Jurnal Akuntansi, Keuangan, dan Manajemen Vol. 6 No. 3 (2025): Juni
Publisher : Penerbit Goodwood

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/jakman.v6i3.4585

Puspose: This study examines the correlation of HSE and work environment on job satisfaction, with organizational commitment as a mediating factor. Methodology/Approach: In February 2025, a survey was conducted with 350 participants using the Krejcie and Morgan method. The survey aimed to assess the validity and reliability of the measurement instruments, test the hypotheses, and explore the relationships among the variables. The results indicated that Health, Safety, and Environment (HSE) practices significantly impacted organizational commitment. However, job satisfaction did not facilitate the relationship between HSE and organizational commitment. Results/Findings: Health, Safety, and Environment (HSE) practices significantly influence organizational commitment. The findings indicate that HSE initiatives create a safe and supportive work environment, which fosters employee trust, well-being, and loyalty. This, in turn, enhances their long-term commitment to the organization. While the work environment impacted job satisfaction, it did not significantly affect organizational commitment in this study. Additionally, job satisfaction was not identified as a meaningful mediator between other factors. This suggests that HSE practices and a supportive work environment have a stronger influence on organizational commitment than job satisfaction alone. Conclusions: HSE (Health, Safety, and Environment) practices significantly impact organizational commitment. In contrast, the work environment influences job satisfaction but does not directly affect commitment. Additionally, job satisfaction was not a significant mediator between these two constructs. Organizations should strengthen their HSE practices and create a safe, positive work environment to enhance employee engagement and organizational commitment. Initiatives such as leadership development, recognition programs, and growth opportunities can increase employee motivation and improve long-term performance.

From inclusion to engagement: the psychological safety role in mediating inclusive leadership and diversity initiatives in the Indonesian workplace Fahrizal, Indra; Budiono, Aris; Khalid, Jamaluddin; Santoso, Budi
Annals of Human Resource Management Research Vol. 5 No. 2 (2025): June
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i2.2795

Purpose: This study explores how inclusive leadership and Diversity, Equity, and Inclusion (DEI) initiatives influence employee engagement and how psychological safety acts as a mediating factor. Methodology/approach: This study used quantitative research methodology. Data were analyzed using SmartPLS 4.0 from a sample of 151 participants who participated in this study between August and October 2024 from private, government, and service organizations in Indonesia. The questionnaire used Likert scales to collect quantitative data on the constructs of interest, including inclusive leadership, DEI initiatives, psychological safety, and work engagement Results/findings: The findings reveal that inclusive leadership and well-implemented DEI initiatives significantly enhance employee engagement, largely through the sense of psychological safety they foster. Employees who feel psychologically safe and confident in contributing ideas or expressing concerns without fear maintain higer levels of engagement in their work. Conclusions: The findings of this study provide actionable insights for practitioners and policymakers, suggesting that fostering psychological safety through inclusive leadership and DEI initiatives can be a strategic approach to improving employee engagement. Limitations: the study is limited by its reliance on self-reported data, a cross-sectional research design, and a focus on primarily service-related sectors in Indonesia, which restrict its generalizability. Future research should address these limitations by adopting longitudinal designs and exploring diverse industries and cultural settings to validate and extend these findings. Contribution: This study provides a substantial addition to the extant literature on leadership, diversity and inclusion (DEI), and psychological safety by highlighting the intricate interactions between these concepts and their influence on employee motivation and performance. Companies are encouraged to implement inclusive leadership practices and DEI programs to nurture an organizational culture where employees feel confident in expressing their authentic opinions without fear of negative consequences.

Performance Variable: Influenced by Training, Organizational Culture, and Motivation Budiono, Aris; Husen, Achmad; Suparno , Suparno
Studi Akuntansi, Keuangan, dan Manajemen Vol. 5 No. 1 (2025): Juli
Publisher : Penerbit Goodwood

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/sakman.v5i1.3967

Purpose: This study investigates the impact of training, organizational culture, and motivation on employee performance in a service company, focusing on both their direct and indirect relationships and strategies for improvement. The research utilizes a quantitative survey and multiple linear regression analysis. Research methodology: This research seeks to examine the influence of training, organizational culture, and motivation on employee performance within a service company. This study also examines the direct and indirect relationship between these variables in improving employee performance. Results: The study results indicate that training, organizational culture, and motivation significantly affect employee performance, both simultaneously and partially. Conclusions: Investing is not as complicated as it may seem, and with careful planning, housewives can easily contribute to their family's financial well-being through strategic investment choices. Limitations: The F test shows that the regression model meets the model suitability criteria, and simultaneously, the three independent variables affect the dependent variable, partially revealing that organizational culture and motivation affect Performance, but training does not. Contribution: This study contributes to the understanding of how training, organizational culture, and motivation interact to influence employee performance in service companies. It offers practical insights for HR practitioners and management by highlighting that while motivation and culture have a strong direct effect, training alone may require enhancement in design or delivery to be impactful. The findings also support the development of more integrated employee development programs that align organizational values with personal incentives to improve performance outcomes.

From inclusion to engagement: the psychological safety role in mediating inclusive leadership and diversity initiatives in the Indonesian workplace Fahrizal, Indra; Budiono, Aris; Khalid, Jamaluddin; Santoso, Budi
Annals of Human Resource Management Research Vol. 5 No. 2 (2025): June
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i2.2795

Purpose: This study explores how inclusive leadership and Diversity, Equity, and Inclusion (DEI) initiatives influence employee engagement and how psychological safety acts as a mediating factor. Methodology/approach: This study used quantitative research methodology. Data were analyzed using SmartPLS 4.0 from a sample of 151 participants who participated in this study between August and October 2024 from private, government, and service organizations in Indonesia. The questionnaire used Likert scales to collect quantitative data on the constructs of interest, including inclusive leadership, DEI initiatives, psychological safety, and work engagement Results/findings: The findings reveal that inclusive leadership and well-implemented DEI initiatives significantly enhance employee engagement, largely through the sense of psychological safety they foster. Employees who feel psychologically safe and confident in contributing ideas or expressing concerns without fear maintain higer levels of engagement in their work. Conclusions: The findings of this study provide actionable insights for practitioners and policymakers, suggesting that fostering psychological safety through inclusive leadership and DEI initiatives can be a strategic approach to improving employee engagement. Limitations: The study is limited by its reliance on self-reported data, a cross-sectional research design, and a focus on primarily service-related sectors in Indonesia, which restrict its generalizability. Future research should address these limitations by adopting longitudinal designs and exploring diverse industries and cultural settings to validate and extend these findings. Contribution: This study enriches the literature on leadership, diversity and inclusion (DEI), and psychological safety by exploring their interconnected effects on employee motivation and performance. It urges companies to adopt inclusive leadership and DEI initiatives that foster a culture of authenticity, openness, and trust, enhancing overall organizational effectiveness.

Analysis of Employee Organizational Commitment: Using Four Independent Variables Budiono, Aris; Tarigan, Hairani; Khalid, Jamaludin
Indonesian Journal of Social Research (IJSR) Vol 6 No 2 (2024): Indonesian Journal of Social Research (IJSR)
Publisher : Universitas Djuanda

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30997/ijsr.v6i2.450

This research focuses on exploring effective efficiency in employee treatment by examining organizational commitment influenced by organizational culture and compensation, with performance and satisfaction serving as mediators. The research location was conducted at an accommodation service in Lampung with a population of 80 employees. Data collection used a saturated sampling technique for 77 employees who wanted to contribute to filling in statements related to this research. SEM-PLS is employed to uncover direct and indirect effects, yielding the following findings: Performance is directly impacted by organizational culture and compensation. Organizational commitment, however, is not directly affected by either organizational culture or compensation. On the other hand, job satisfaction is directly influenced by organizational culture and compensation. Furthermore, organizational commitment is directly influenced by performance rather than job satisfaction. Regarding indirect influence, performance variables and job satisfaction have no significant effect, so the two exogenous variables, namely organizational culture and compensation, can directly influence organizational commitment without going through performance or job satisfaction variables

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