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Rusmalia Dewi, Rusmalia
Universitas Semarang
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Efek Mediasi Motivasi Kerja Terhadap Kinerja Karyawan dengan Pengaruh Persepsi Budaya Organisasi dan Persepsi Kompensasi pada Karyawan BUMN PT X Diah Putri Ningrum; Hardani Widhiastuti; Rusmalia Dewi
Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah Vol. 7 No. 4 (2025): Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah
Publisher : Intitut Agama Islam Nasional Laa Roiba Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47467/alkharaj.v7i4.6682

Abstract

This research was conducted with the aim of analyzing the mediating effect of work motivation on employee performance with the influence of perceptions of organizational culture and perceptions of compensation on employees of BUMN PT X. The number of respondents to this research was 100 people. The research sample was taken using a saturated sampling technique. The research data was collected using scales for perceptions of organizational culture, perceptions of compensation and work motivation, while performance data used secondary data from the state-owned company PT X. Data analysis used the SEM program with SmartPLS. The research results show a positive and significant influence between perceptions of organizational culture on employee performance with a calculated t value of 2,517 > 1.96 and a p value of 0.012 < 0.05. Perception of Compensation has a positive and significant effect on Employee Performance with a t value of 3,846 > 1.96 and a p value of 0.000 < 0.05. Perception of Organizational Culture has a positive and significant effect on work motivation with a calculated t value of 6,608 > 1.96 with a p value of 0.000 < 0.05. Perception of Compensation has a positive and significant effect on work motivation with a calculated t value of 2,193 > 1.96 with a p value of 0.028 < 0.05. Work motivation has a positive effect on employee performance with a calculated t value of 4,806 > 1.96 with a p value of 0,000 > 0.05. The results of this research also conclude that there is a positive influence between perceptions of organizational culture on employee performance through work motivation with a calculated t value of 3,627 > 1.96 with a p value of 0.000 < 0.05. The positive influence of perceived compensation on employee performance through work motivation with a calculated t value of 2,195 > 1.96 with a p value of 0.028 < 0.05
Pengaruh Komitmen Organisasi dan Persepsi Lingkungan Kerja Terhadap Turnover Intention dengan Kepuasan Kerja Sebagai Variabel Intervening pada Karyawan PT Global JNT Cargo Semarang Khoerunnisa Awaliyatul Khanifah; Hardani Widhiastuti; Rusmalia Dewi
Reslaj: Religion Education Social Laa Roiba Journal Vol. 7 No. 4 (2025): RESLAJ: Religion Education Social Laa Roiba Journal
Publisher : Intitut Agama Islam Nasional Laa Roiba Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47467/reslaj.v7i4.6649

Abstract

This research analyzes the influence of organizational commitment and work environment perception on turnover intention, with job satisfaction as an intervening variable among employees of PT Global JNT Cargo Semarang. High employee turnover intention motivated this research, with the assumption that low organizational commitment and a poor work environment perception are contributing factors. Job satisfaction is hypothesized to mediate this relationship. A quantitative method with a Partial Least Square (PLS) approach was used. Data were collected through questionnaires distributed to employees of PT Global JNT Cargo Semarang using a purposive sampling technique. Data analysis was performed using SmartPLS for validity, reliability, and hypothesis testing. The results show that organizational commitment has a negative and significant effect on turnover intention. However, work environment perception has a positive and significant effect on turnover intention (this finding needs to be revisited). Job satisfaction partially mediates the influence of organizational commitment and work environment perception on turnover intention. This means that good organizational commitment and work environment perception can increase job satisfaction and reduce turnover intention. This research implies the need to improve organizational commitment and create a positive work environment to reduce turnover intention through increased job satisfaction.
Pengaruh Beban Kerja dan Stres Kerja Terhadap Kinerja Karyawan dengan Kepuasan Kerja Sebagai Variabel Intervening pada PT “X” Kota Bangka Belitung Fahria Az Zahra; Hardani Widhiastuti; Rusmalia Dewi
Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah Vol. 7 No. 4 (2025): Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah
Publisher : Intitut Agama Islam Nasional Laa Roiba Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47467/alkharaj.v7i4.6877

Abstract

This research aims to determine and explain the workload, work stress and job satisfaction experienced by employees which can determine the success and progress of the company. Therefore, researchers tried to analyze the conditions of workload, work stress and job satisfaction applied in the company to determine the significant influence on employee performance. Judging from the occurrence of general phenomena that occur in companies. The research method used is quantitative with Partial Least Square (PLS). Data was collected through a questionnaire distributed to employees of PT "X" Bangka Belitung City. The research sample was determined using a purposive sampling technique with certain criteria. Data analysis was carried out using SmartPLS software to test validity, reliability and hypothesis testing.The results of the research show that work stress does not directly affect performance. These results indicate that managing work stress workload is important for increasing employee satisfaction and performance. Job satisfaction itself acts as a mediating variable between workload, work stress and performance.
Pengaruh Stres Kerja dan Kepuasan Kerja terhadap Turnover Intention dengan Komitmen Organisasi sebagai Variabel Intervening pada Karyawan PT. X Salsa Bela Rahmi; Hardani Widhiastuti; Rusmalia Dewi
Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah Vol. 7 No. 6 (2025): Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah
Publisher : Intitut Agama Islam Nasional Laa Roiba Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47467/alkharaj.v7i6.7430

Abstract

Study aims to analyze effect of work stress and job statisfaction on turnover intention with organizational commitement as an intervening variable among employees of PT. X. Number respondents this study were 260 employees of PT. X. Research sample was taken using purposive sampling. Retrieval research data uses a scale work stress, job statisfaction, turnover intention and organizational commitment. Data analysis uses SmartPLS program. The results of the study indicate show that work stress has a significant effect on turnover intention, indicated by a p-value of 0.000<0.05. Job satisfaction has a significant effect on turnover intention with a p-value of 0.002<0.05. Organizational commitment has a significant effect on turnover intention with a p-value of 0.000<0.05. Work stress has a significant effect on organizational commitment with a p-value of 0.000<0.05. Job satisfaction has a significant effect on organizational commitment with a p-value of 0.000<0.05. There is an effect of work stress on turnover intention through organizational commitment as an intervening variable. There is also an effect of job satisfaction on turnover intention through organizational commitment as an intervening variable for employees at PT. X.
KEBAHAGIAAN DOSEN DITINJAU DARI KONFLIK KERJA-KELUARGA: PERAN MINDFULNESS SEBAGAI MEDIATOR Dewi, Rusmalia; Sugiarti, Rini; Erlangga, Erwin; Transinata, Tatas; Kurniawan, Yudi
Psikoislamedia: Jurnal Psikologi Vol. 9 No. 2 (2024): PSIKOISLAMEDIA: JURNAL PSIKOLOGI
Publisher : Fakultas Psikologi, Universitas Islam Negeri (UIN) Ar Raniry Banda Aceh

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22373/psikoislamedia.v9i2.26581

Abstract

Kebahagiaan dosen adalah saat merasakan tubuh dan jiwanya sehat. Banyak permasalahan pekerjaan dan keluarga pada dosen karena kurangnya pengelolaan konflik yang baik sehingga bekerja tidak fokus. Support sistem pada dosen penting, agar mampu mengelola konflik yang terjadi dan menjalani aktivitasnya di pekerjaan dan keluarga dengan fokus dan bahagia. Tujuan dari penelitian ini adalah menguji secara empiris kebahagiaan dosen yang ditinjau dari konflik kerja-keluarga melalui peran mindfulness sebagai variabel mediator. Metodenya adalah kuantitatif, dengan menggunakan responden Dosen yang ada di kota Semarang sebanyak 120 orang. Menggunakan Teknik pengambilan sampel purposive sampling dan metode analisis data dengan Regresi simple mediation model  SPSS by Hayes. Hasil penelitian mennjukkan ada pengaruh konflik kerja-keluarga terhadap kebahagiaan dosen melalui mindfulness sebesar RSquare=.515 p<0.05. Konflik kerja-keluarga berpengaruh lebih besar secara langsung terhadap kebahagiaan dosen dibandingkan melalui mindfulness. Penelitian ini memiliki implikasi agar dapat dijadikan acuan tentang pengaplikasian pengelolaan konflik di pekerjaan dan keluarga.
The Influence of Work-Life Balance and Perceived Organizational Support on Employee Engagement Mediated by Psychological Well-Being PRATIWI, Audy Ratih; NUSANDARI, Arum Wardhani; DEWI, Rusmalia
International Journal of Environmental, Sustainability, and Social Science Vol. 6 No. 5 (2025): International Journal of Environmental, Sustainability, and Social Science (Sep
Publisher : PT Keberlanjutan Strategis Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38142/ijesss.v6i5.1522

Abstract

This study aims to determine the effect of work-life balance and organizational perception on employee engagement through psychological well-being among members of the Central Java Regional Police Traffic Directorate. The research method used is quantitative, with a population of 332 respondents. For sampling, the researcher employed purposive sampling, resulting in a sample of 120 respondents who met the criteria. Data collection was conducted using a scale method comprising the Work-Life Balance Scale, Perceived Organization Scale, Employee Engagement Scale, and Psychological Well-Being Scale. Furthermore, the analysis method used in this study was Structural Equation Modeling (SEM) using the SmartPLS 4.0 application. The results obtained in this study indicate that work-life balance affects employee engagement (T Statistic= 2.753; P=0.000), perceived organization also affects employee engagement (T Statistic=5.055; P=0.000), Psychological Well-Being influences Employee Engagement (T Statistic=5.131; P=0.000), Work-Life Balance influences Psychological Well-Being (T Statistic=4.477; P=0.000), Psychological Well-Being influences Employee Engagement (T Statistic=3.138; P=0.002), furthermore, Work-Life Balance influences Employee Engagement through Psychological Well-Being (T Statistic=1.998; P=0.031), while Perceived Organization does not influence Employee Engagement through Psychological Well-Being (T Statistic=1.693; P=0.091).
The Role of Perception of Organizational Justice and Employee Commitment on Whistleblowing Intention With Job Satisfaction as an Intervening Variable at PT Maybank Indonesia KUMALASARI, Nila; NUSANDARI, Arum Wardhani; DEWI, Rusmalia
International Journal of Environmental, Sustainability, and Social Science Vol. 6 No. 5 (2025): International Journal of Environmental, Sustainability, and Social Science (Sep
Publisher : PT Keberlanjutan Strategis Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38142/ijesss.v6i5.1549

Abstract

This study aims to analyze the influence of Perceived Organizational Justice and Organizational Commitment on Whistleblowing Intention, with Job Satisfaction as an intervening variable among employees of PT Maybank Indonesia. A quantitative approach was used in this study, collecting data through an online questionnaire distributed to 45 respondents. The analysis was conducted using Partial Least Squares Structural Equation Modeling (PLS-SEM) using the SmartPLS 4 application. The results indicate that perceived organizational justice significantly influences whistleblowing intention, but does not significantly influence job satisfaction. Conversely, organizational commitment significantly influences job satisfaction, but does not directly influence whistleblowing intention. Job satisfaction was shown to act as a partial mediator in the relationship between organizational commitment and whistleblowing intention, but did not mediate the effect of perceived organizational justice on whistleblowing intention. These findings provide important implications for organizations to consider aspects of job satisfaction and commitment in an effort to foster a healthy whistleblowing culture. This study also recommends the development of internal policies and a secure reporting system to increase employee participation in whistleblowing disclosures.
Co-Authors ARISTIYANI, ANA Arrizki Fadlillah Arsyad Artiawati, - Diah Putri Ningrum Dila Ayu Putri Endri Mustofa Erlangga, Erwin Erwin Erlangga Eunike Bunga Egnatia Fahria Az Zahra Fery Riyanto Gusti Y. Asih Gusti Yuli Asih Hardani Hardani Hardani Widhiastuti Hardhani Widhiastuti Hardhani Widiastuti Jarot Budi Purnomo Joniarto Parung Khoerunnisa Awaliyatul Khanifah Kumalasari, Nila Lita Widyo Hastuti, Lita Widyo Margaretha Maria Shinta Pratiwi Maria Yuliana Wangge Nawangsih, Sri Kandariyah nawangsih, sri kandariyah NINGTYAS, GALUH SEKARSUCI WAHYU Nur Indah Dwi Safitri NUSANDARI, Arum Wardhani One Syarafina Mawarid PRATIWI, AUDY RATIH Rendi Saputra Ridadamai Setianingrum Rini Sugiarti Salsa Bela Rahmi Sugiarti, Rini Tatas Transinata Y. Bagus Wismanto, Y. Bagus Yudi Kurniawan Yudi Kurniawan