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All Journal Jurnal Manajemen Terapan dan Keuangan Journal The Winners Jurnal Pamator : Jurnal Ilmiah Universitas Trunojoyo Madura EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis MIX : Jurnal Ilmiah Manajemen Inovasi : Jurnal Ekonomi, Keuangan, dan Manajemen JURNAL MANAJEMEN Journal of Economic, Bussines and Accounting (COSTING) Ganaya: Jurnal Ilmu Sosial dan Humaniora SEIKO : Journal of Management & Business Jurnal Pendidikan Ekonomi (JURKAMI) Efektor YUME : Journal of Management Jurnal Maksipreneur: Manajemen, Koperasi, dan Entrepreneurship Jurnal Samudra Ekonomi dan Bisnis Jurnal Administrasi dan Manajemen JPEK (Jurnal Pendidikan Ekonomi dan Kewirausahaan) TEMALI : Jurnal Pembangunan Sosial JIMEK : Jurnal Ilmiah Mahasiswa Ekonomi Dinasti International Journal of Education Management and Social Science Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah Jurnal Ilmiah Manajemen Kesatuan Jurnal Manajemen Universitas Bung Hatta Jurnal EK dan BI RESLAJ: RELIGION EDUCATION SOCIAL LAA ROIBA JOURNAL Coopetition : Jurnal Ilmiah Manajemen JBMR: Journal of Business and Management Review Equity: Jurnal Ekonomi Jurnal Fokus Manajemen Bisnis Dinasti International Journal of Economics, Finance & Accounting (DIJEFA) Jurnal Bingkai Ekonomi (JBE) Journal of International Conference Proceedings Jurnal Ilmiah MEA (Manajemen, Ekonomi, dan Akuntansi) PERMANA : Jurnal Perpajakan, Manajemen, dan Akuntansi Amkop Management Accounting Review (AMAR) Indonesian Journal of Multidisciplinary on Social and Technology e-Jurnal Apresiasi Ekonomi INTERNATIONAL JOURNAL OF ECONOMICS AND MANAGEMENT REVIEW Economos : Jurnal Ekonomi dan Bisnis Proceeding of International Conference on Humanity Education and Society Journal of Economics, Bussiness and Management Issues Bina Bangsa International Journal of Business and Management Indonesian Journal of Economics, Business, Accounting, and Management
Subiyanto, Didik
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Pengaruh Kompensasi, Disiplin Kerja dan Motivasi terhadap Kinerja Karyawan (Studi Kasus Pada Pekerja UD Rahma Jaya Temanggung): The Influence of Compensation, Work Discipline, and Motivation on Employee Performance (Case Study at UD. Rahma Jaya Temanggung) Dewi, Rinda Ardina; Subiyanto, Didik; Herawati, Jajuk
Efektor Vol 10 No 2 (2023): Efektor Vol.10 No.2 Tahun 2023
Publisher : Universitas Nusantara PGRI Kediri

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29407/e.v10i2.19501

Abstract

Employees at UD Rahma Jaya Temanggung were examined to see if there is a relationship between compensation, work discipline, and motivation. For this investigation, we turn to SPSS 25 and its ability to quantitatively analyze data. Researchers from UD Rahma Jaya Temanggung collected information using a media questionnaire that can be accessed via the Google Forms website. Overall, 195 participants were included in the analysis. Samples were taken using the slovin formula as many as 66 people at UD Rahma Jaya Temanggung workers, and the sampling method was simple random sampling. To support the hypothesis, data analysis was performed using statistical methods which included survey validity and reliability tests, multiple linear regression, and significance tests such as t-test and f-test. The results of the experiments in this study reveal that compensation, work discipline, and motivation have a large impact on productivity. In addition, at UD Rahma Jaya Temanggung work discipline and motivation both have a partial and quite large effect on employee performance, while compensation has a partial negative effect and is not significant.
Digital Leadership: Predicting Team Dynamics, Communication Effectiveness, and Team Performance Subiyanto, Didik; Wahidah, Umi; Septyarini, Epsilandri; Arjuna, Arief Bagus
Journal The Winners Vol. 25 No. 1 (2024): Journal The Winners
Publisher : Bina Nusantara University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21512/tw.v25i1.11678

Abstract

Digitalization is essential in modern business organizations, where it transforms the operational framework and increases competitive advantage through the integration of advanced technologies. This transformation enables real-time data analysis, improves communication channels, and automates routine tasks, thereby driving innovation and efficiency that ultimately drives sustainable growth and success in a highly competitive market environment. The research observed the effect of digital leadership on team dynamics, communication effectiveness, and team performance. Data were collected by using a Likert scale questionnaire with 117 individual respondents across various business organizations in Yogyakarta and Banten, Indonesia. Then, the data obtained were analyzed using Structural Equation Modeling (SEM) in AMOS software. The results show that digital leadership has a significant effect on team dynamics and communication effectiveness. In addition, communication effectiveness has been proven to have a significantly positive effect on team performance. However, there is no direct relationship between team dynamics and performance. The results underscore the importance of strengthening digital leadership and communication effectiveness to improve team performance. Organizations should prioritize fostering a collaborative culture through digital platforms, effectively managing conflicts, and ensuring timely communication. Digital leadership should promote a participatory culture, handle conflicts adeptly, and maintain teams motivated through an effective digital approach. Lastly, organizations must provide effective digital communication tools and ensure team members understand how to use them.
Keadilan Organisasi dan Pengaruhnya Terhadap Komitmen Organisasi Pegawai DISKOPUKM dan DISDUKCAPIL Kabupaten Sleman Arifah, Rina Nur; Subiyanto, Didik
Jurnal Ilmiah Manajemen Kesatuan Vol. 9 No. 3 (2021): JIMKES Edisi Desember 2021
Publisher : LPPM Institut Bisnis dan Informatika Kesatuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37641/jimkes.v9i3.508

Abstract

This study aims to determine organizational justice and itseffect on organizational commitment in the Office of Small and Medium Enterprises Cooperatives of Sleman Regency and the Department of Population and Civil Registry of Sleman Regency.The sample used in this study amounted to 50 respondents. The sampling method using saturated sampling. The data analysis method used is quantitative analysis using validity and reliability tests, classical assumption tests, multiple regression analysis, t test, and the coefficient of determination. By using the multiple linear regression method, it can be concluded that Y1 = 3,946 + 0.443 X1 + 0.346 X2 + e and Y2 = 16,647 + 0.669 X1 -0.580 X2 + e. The results of simultaneous calculations at Y1 obtained partial test results t count (4.104)> t table (2.011), the significance of the variable distributive justice to the dependent variable, namely affective commitment of 0.000 or less than the alpha value of 0.05. Distributive justice variable has a significant effect on affective commitment or H1 is accepted and H0 is rejected. The procedural justice variable t count (2.452)> t table (2.011) the significance of the procedural justice variable on the dependent variable, namely affective commitment of 0.018 or less than the alpha value of 0.05. In conclusion, the value of t count> t table and the significance of 0.018 <0.05 means that the variable procedural justice has a significant effect on affective commitment or H1 is accepted and H0 is rejected. As for Y2, the simultaneous calculation results obtained by partial test results t count (3.103)> t table (2.011) the significance of distributive justice variables to the dependent variable, namely normative commitment of 0.003 or less than the alpha value of 0.05. In conclusion, the value of t count> t table and significance 0.003 <0.05 means that the variable distributive justice has a significant effect on normative commitment or H1 is accepted and H0 is rejected. The procedural justice variable t count (-2.057) <t table (2.011) the significance of the procedural justice variable on the dependent variable, namely the normative commitment of 0.045 or less than the alpha value of 0.05. In conclusion, the value of t count <t table and the significance of 0.045 <0.05 means that the normative justice variable has a significant effect on normative commitment or H1 is rejected and H0 is rejected. Keywords: distributive justice, procedural justice, affective commitment, and normative commitment
HUMAN RESOURCE MANAGEMENT THROUGH ROTATION, MUTATION AND MOTIVATION IN EMPLOYEE JOB SATISFACTION SEMBUNG BATIK KULON PROGO Marwanti, Retno Deni; Subiyanto, Didik; Kusuma, Nala Tri
International Conference on Humanity Education and Society (ICHES) Vol. 3 No. 1 (2024): Third International Conference on Humanity Education and Society (ICHES)
Publisher : FORPIM PTKIS ZONA TAPAL KUDA

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

This research aims to examine Human Resource Management through Rotation, Transfer and Motivation in the Job Satisfaction of Sembung Batik Kulon Progo Employees. The type of research used in this research is quantitative descriptive research. The sampling technique used was saturated sampling. The sample of respondents in this research were Sembung Batik employees. The test results show that rotation has a positive effect on job satisfaction, mutation has a positive effect on job satisfaction, motivation has a positive effect on job satisfaction. The results of this research indicate that employees need to be given training because training is a learning process for employees to carry out their work as well as possible. Leaders must also be consistent in maintaining and increasing job satisfaction so that employees are motivated to work.
THE IMPACT OF AUTHENTIC LEADERSHIP AND WORK STRESS ON EMPLOYEE PERFORMANCE: MEDIATING ROLE OF PSYCHOLOGICAL CAPITAL Farida, Amelia Nurul; Subiyanto, Didik; Hadi, Syamsul
International Conference on Humanity Education and Society (ICHES) Vol. 3 No. 1 (2024): Third International Conference on Humanity Education and Society (ICHES)
Publisher : FORPIM PTKIS ZONA TAPAL KUDA

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

Employee performance is the result of work performance set by the organization, some literature in improving performance there are still inconsistencies such as authentic leadership in some articles proven to have a positive influence but in other studies it is not proven to have an influence on employee performance. This research is needed to further explore what antecedents have an influence in improving employee performance and adding psychological capital as a mediator. The purpose of this study is to analyze authentic leadership and work stress on employee performance mediated by Psychological Capital. The research methodology involved 124 IT company respondents with sampling techniques using accidental sampling, while data processing used SmartPLS. The results showed that authentic leadership and work stress had no effect on employee performance, but authentic leadership and employee performance had a significant positive effect on psychological capital and work stress had no effect on psychological capital. Mediation analysis shows that psychological capital is able to mediate the effect of authentic leadership, but is unable to mediate work stress on employee performance.
Awakening Self Awareness to Strengthen Health Protocol Discipline Subiyanto, Didik; Prayekti, Prayekti; Septyarini, Epsilandri
Bina Bangsa International Journal of Business and Management Vol. 2 No. 3 (2022): Bina Bangsa International Journal of Business and Management
Publisher : LPPM Universitas Bina Bangsa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.46306/bbijbm.v2i3.32

Abstract

Background: The high transmission of COVID-19 in Indonesia requires serious handling. The public is also required to be involved in preventing the transmission of Covid-19, through discipline in carrying out health protocols. From the beginning of 2020 until the middle of 2021, the COVID-19 outbreak has claimed many lives and severely hampered human activities in many sectors. The economic and education sectors have felt the negative impact of the COVID-19 outbreak, so it is necessary to conduct research related to strategic prevention efforts. Objective: The purpose of this study was to determine the factors that can improve the discipline of health protocols, through efforts to increase the self-awareness of the younger generation, especially among students. Methods: Samples were taken from the student population of the Faculty of Economics, Universitas Sarjanawiyata Tamansiswa (UST) as many as 148 samples. Meanwhile, to get the data we used a questionnaire distributed online. Furthermore, Structural Equation Modeling (SEM) was used to analyze the proposed hypothesis. Results: Social Capital and Perception of Information Disclosure positively affect Self-Awareness. Self-Awareness has a positive effect on the Health Protocol Discipline. Meanwhile, Social Capital and Perception of Information Disclosure do not directly affect the Health Protocol Discipline. Level of Readiness: In particular, research results become strategic inputs related to government policies to create protocol discipline, especially among students. Meanwhile, in general, our research tries to provide a research model in the form of the Empirical Research Model (ERM), which is a strategic mindset in finding the right policy footing, in critical situations
PENGARUH KEPEMIMPINAN AUTENTIK, LINGKUNGAN KERJA DAN DISIPLIN KERJA TERHADAP KINERJA KARYAWAN STUDI PADA BMT BINA SEJAHTERA CABANG LENDAH KULON PROGO Safitri, Ervina; Subiyanto, Didik; Purnamarini, Tri Ratna
Jurnal Manajemen Terapan dan Keuangan Vol. 13 No. 04 (2024): Jurnal Manajemen Terapan dan Keuangan
Publisher : Program Studi Manajemen Pemerintahan dan Keuangan Daerah Fakultas Ekonomi dan Bisnis Universitas Jambi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22437/jmk.v13i04.33443

Abstract

Kinerja karyawan adalah tingkat efektivitas dan efisiensi seorang karyawan dalam melaksanakan tugas dan tanggung jawab yang telah ditetapkan oleh organisasi atau perusahaan. Kinerja karyawan mencerminkan seberapa baik seorang karyawan dapat mencapai tujuan dan target yang telah ditentukan dalam pekerjaannya, serta bagaimana kontribusinya terhadap pencapaian tujuan keseluruhan organisasi. Tujuan penelitian ini untuk menganalisis peran dan pengaruh kepemimpinan autentik, lingkungan kerja, dan disiplin kerja dengan variabel intervening kinerja karyawan BMT Bina Sejahtera Cabang Lendah Kulon Progo.Pengambilan data dilakukan dengan kuisioner dan menggunakan skala likert 1 – 5. Metodologi penelitian melibatkan 42 responden BMT Bina Sejahtera Cabang Lendah Kulon Progo. Pengolahan data dan analisis dilakukan dengan metode analisis linier regresi linier berganda. Perangkat yang digunakan menggunakan software SPSS versi 26. Hasil penelitian ini menunjukkan bahwa Kepemimpinan autentik memiliki pengaruh positif dan signifikan terhadap kinerja karyawan, lingkungan kerja tidak berpengaruh positif dan signifikan terhadap kinerja karyawan kemudian Disiplin kerja berpengaruh positif tetapi tidak signifikan terhadap kinerja karyawan dan Kepemimpinan autentik, lingkungan kerja dan disiplin kerja berpengaruh signifikan terhadap kinerja karyawan
ANALISIS PENGARUH KOMPETENSI, LINGKUNGAN KERJA DAN MOTIVASI TERHADAP KINERJA PEGAWAI KEJATI DIY MELALUI KOMITMEN ORGANISASIONAL Nurgiyantoro, Edi; Subiyanto, Didik; Hadi, Syamsul
Jurnal Manajemen Terapan dan Keuangan Vol. 13 No. 05 (2024): Jurnal Manajemen Terapan dan Keuangan (Edisi Khusus)
Publisher : Program Studi Manajemen Pemerintahan dan Keuangan Daerah Fakultas Ekonomi dan Bisnis Universitas Jambi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22437/jmk.v13i05.36503

Abstract

Penelitian ini dilakukan untuk mengetahui dan menganalisis pengaruh kompetensi, lingkungan kerja, dan motivasi terhadap kinerja pegawai dengan mediasi komitmen organisasional. Populasi dalam penelitian ini adalah seluruh pegawai Kejaksaan Tinggi Daerah Istimewa Yogyakarta yang berjumlah 305 pegawai dan untuk menentukan ukuran sampel menggunakan teknik slovin sebanyak 75. Teknik pengambilan sampel dalam penelitian ini menggunakan stratified sampling. Data yang diperoleh diolah dengan menggunakan SmartPLS 4. Hasil penelitian menunjukkan bahwa kompetensi, motivasi dan komitmen organisaional berpengaruh terhadap kinerja, sedangkan lingkungan kerja tidak terbukti berpengaruh terhadap kinerja. Selain itu hasil penelitian juga menunjakkan bahwa komitmen organisasional dapat memediasi pengaruh kompetensi dan motivasi terhadap kinerja tetapi komitmen organisasional tidak dapat memediasi pengaruh lingkungan kerja terhadap kinerja. Kata kunci: kompetensi, lingkungan kerja, motivasi, komitmen organisasional, kinerja
PENGARUH KOMPENSASI, MOTIVASI KERJA DAN LINGKUNGAN KERJA TERHADAP KINERJA PEGAWAI PERANGKAT DESA KECAMATAN NGLUWAR Rahayu, Sri; Kirana, Kusuma Chandra; Subiyanto, Didik
Journal of Economic, Bussines and Accounting (COSTING) Vol 7 No 5 (2024): Journal of Economic, Bussines and Accounting (COSTING)
Publisher : Institut Penelitian Matematika, Komputer, Keperawatan, Pendidikan dan Ekonomi (IPM2KPE)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31539/costing.v7i6.13039

Abstract

Penelitian ini dijalankan yang bertujuan memberikan pengujian dan mencermati bagaimana pengaruh dari kompensasi, motivasi kerja serta lingkungan kerja terhadap kinerja pegawai yang bekerja sebagai perangkat desa wilayah Kecamatan Ngluwar. Kemudian studi berikut sendiri menerapkan jenis penelitian kuantitatif melalui metode probality sampling dengan teknik cluster random sampling. Populasi penelitian 105 pegawai dan sampel sejumlah 83 responden. Penghimpunan data dijalankan melalui pembagian kuesioner serta dibantu oleh aplikasi IBM SPSS V25. Hasil penelitian mengindikasikan bahwasanya variabel kompensasi (X1) menghasilkan pengaruh positif serta signifikan terhadap kinerja pegawai (Y). Kemudian untuk variabel motivasi kerja (X2) juga menghasilkan pengaruh positif dan signifikan terhadap kinerja pegawai (Y). Begitu pula dengan variabel lingkungan kerja (X3) yang turut menghasilkan pengaruh secara positif serta signifikan terhadap kinerja pegawai (Y). Secara keseluruhan, variabel-variabel tersebut secara simultan memberikan pengaruh yang positif dan signifikan terhadap kinerja pegawai (Y).
The Impact Of Work Ethic, Work Culture, And Motivation On Performance Through Performance Allowance At The Center For Social Welfare Education And Training, Yogyakarta Pamawan, Enri; Kirana, Kusuma Chandra; Subiyanto, Didik
EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis Vol 13 No 1 (2025): Januari
Publisher : UNIVED Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/ekombis.v13i1.6809

Abstract

The Yogyakarta Social Welfare Education and Training Center is currently facing challenges in optimizing employee performance due to the Covid-19 pandemic. To answer these problems, researchers conducted a study to analyze the impact of work ethic, work culture, and motivation on employee performance allowance at the center. Data collection was conducted using a questionnaire, and two test tools, namely validity test and reliability test, were used to ensure the accuracy and reliability of the questionnaire. The analysis used indicator tests, hypothesis testing, and Patial Least Square (PLS). The hypotheses proposed and tested include the positive influence of work ethic, work culture, and motivation on employee performance benefits and employee performance itself. The study concluded that there is a positive relationship between these variables and employee performance, indicating that improving work ethic, work culture, and motivation can result in better performance and better performance allowance for employees at the center.
Co-Authors Ali Mustofa, Muhammad Alvina, Diva Annisa Retno Utami Arifah, Rina Nur Arjuna, Arief Bagus Aryani, Astri Dwi Asti, Anindita Langen Candra, Deni Chandra Kirana, Kusuma Darmaeti, Haryu Dewi, Rinda Ardina Disfantoro, Bagus Dwi Rismanto, Lukman Dwi, Agil Nova EKO YULIANTO Ervina Safitri Farida, Amelia Nurul Fathehah, Vannesya Alif Nur Fathurrahman, Puri Muhammad Gustari, Estu Halawa, Weall Cristal Hagani Harnantoko, Fanny Dwiyan Hastiti, Anisa Permata Hasyim, Erina Fitra Hendrajati, Hendrajati Hidayat, Merlin Hurint, Paskalis Kristoforus Deka Ignatius Soni Kurniawan Indriyani, Isna Jajuk Herawati Key, Natasha Kins Kholifah, Laras Kirana, , Kusuma Chandra Kusuma Chandra Kirana, Kusuma Chandra kusuma, nala tri Lada, Suddin Larasati, Adelia Listiyanti, Rita Lufiyanti, Dewi Marwanti, Retno Deni Numa, Timoteus Tanggu Nur Hidayah Nurgiyantoro, Edi Pago, Ardianus Gordi Pamawan, Enri Pebriyanti, Ni wayan Peri Prasetyaningrum, Nuning Prayekti Prayekti, Prayekti Purnamarini, Tri Ratna Purnomo, Tri Putri, Irma Vaulina Rahayu, Niken Wulan Rahmaningtyas, Fadila Ramadhan, Muhamad Yudha Ramdani, Ica Rismanto, Lukman Dwi Sari, Anita Gesti Timur SEPTIANA SEPTIANA Septianingsih, Heny Septyarini, Epsilandri SRI RAHAYU Susanto Susilowati, Atik Sutanto, Dedy Syamsul Hadi Tegar Hidayat, Tegar Hidayat Titi Sari, Retno Tri Kusuma, Nala Tripambudi, Kurniasari Ulfah, Ratna Andriya Umi Wahidah Wibowo, Kurniawan Mukti wuran, selviana wulang