Article Per Year (5 Year)
p-Index From 2021 - 2026
1.048
P-Index
This Author published in this journals
All Journal Journal of Economics, Business, & Accountancy Ventura Jurnal Ekonomi, Manajemen dan Perbankan (Journal of Economics, Management and Banking) Jurnal Keuangan dan Perbankan
Harun, Paulina
Unknown Affiliation
Economics, Econometrics & Finance Social Sciences

Published : 6 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 6 Documents
Search

 1 
Pengaruh Teknologi Informasi, Stres Kerja dan Kompensasi Finansial terhadap Kinerja Karyawan melalui Employee Engagement di Masa Pandemi Covid19 (Studi Kasus PT “X”) Sulistyojati, Putrianti; Pracoyo, Antyo; Harun, Paulina; Rasyid, Soelaiman
Jurnal Keuangan dan Perbankan Vol. 20 No. 2 (2024): Jurnal Keuangan Dan Perbankan, Volume 20 No. 2, Juni 2024
Publisher : STIE Indonesia Banking School

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35384/jkp.v20i2.567

Abstract

The company's readiness to conduct business in the midst of a pandemic is a big challenge for all businessman in the world including Indonesia and especially in Jakarta as a business center in Indonesia. Not only must maintain business in times of pandemic, but also must struggle with new things related to technology such as providing internet networks for work-at-home facilities, procedures to coordinate using technology and others. This study aims to examine the effect of information technology, job stress and financial compensation on employee performance through employee engagement as an intervening variable. The sample in this study consisted of 109 respondents who were permanent employees of PT X. The method of analysis used was Structural Equation Modeling (SEM). The results of this study indicate the results of a positive influence between information technology and employee performance. Job stress has no positive and insignificant effect on employee performance. Financial compensation is proven to have no positive and insignificant effect on employee performance. Information technology is proven to have no positive and significant effect on employee engagement. Work stress was proven to have no positive and significant effect on employee engagement. Financial compensation has a positive but insignificant effect on employee engagement. Employee engagement has a positive and significant impact on employee performance. Information technology has no significant effect on employee performance through employee engagement. Job stress has no significant effect on employee performance through employee engagement. Financial compensation has a positive effect on employee performance through employee engagement.
Pengaruh Budaya Organisasi, Kepuasan Kerja, dan Komitmen Organisasi Terhadap Turnover Intentions (Studi Pada Karyawan Tetap Generasi Milenial di Jabodetabek) Swastiti, Pradinta Ignatia; Pracoyo, Antyo; Harun, Paulina; Wardani, Deni
Jurnal Keuangan dan Perbankan Vol. 21 No. 1 (2024): Jurnal Keuangan Dan Perbankan, Volume 21 No. 1, Desember 2024
Publisher : STIE Indonesia Banking School

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35384/jkp.v21i1.626

Abstract

Indonesia started to entering the era of a bonus demographic in 2012 and predicted its peak occurred in 2035. Demographic if a bonus is used by well, expected to bring change in the thing in Indonesia economy. And supporting role the biggest contributor to the move the bonus demographic is a generation Y or in this study called by generation millennial. But there is the phenomenon of generation millennial is that they will move the work in a short period. Therefore, the purpose of the research is analysing the influence of cultural organization, job satisfaction, and organization commitment to the turnover intentions with a study of permanent workers in greater Jakarta millennial generation. This study shares a questionnaire that is used as the primary data and uncultivated using analysis SEM Amos. Research shows that the directly cultural organizations have a positive influence significantly to job satisfaction, cultural organizations have a positive influence significantly to the organization commitment, cultural organization devoid turnover significantly affect the intentions, job satisfaction having negative influence significantly to turnover intentions, and commitment of the organization have negative influence significantly to turnover intentions. In addition, as for the result of research indirectly, that cultures the organization have significantly affect the turnover intentions through job satisfaction, and cultural organization devoid significantly affect the turnover intentions through the organization commitment.
Structure changes, the contribution of sectors, income per capita Indonesia in 1990 – 2014 Harun, Paulina
Journal of Economics, Business, and Accountancy Ventura Vol. 19 No. 3 (2016): December 2016 - March 2017
Publisher : Universitas Hayam Wuruk Perbanas

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.14414/jebav.v19i3.758

Abstract

Economic development is seen as a process of transition from one phase to another, from simple economic structure (agriculture) to the modern economy structure. Economic development is characterized by changes in the structure of the agricultural sector into the modern sector. The changes affect all the matters related thereto. Therefore, a change or transformation of economic activity is referred to as a structural change. This study aims to analyze the structural changes in the national product, and the factors that cause changes in the structure and level of sectoral imbalances as a result of the structural changes. The study was conducted by using the economic sector, divided into four major groups, namely the primary, secondary, utilities and services from 1990 to 2014. Secondary data were collected by the method of sectoral trends, models Chanery Syrquin-Barua, Theil index. The results showed that the sectoral trend has a positive result such as utilities and services sectors, while the primary and secondary sectors tend to be negative. From the model Chenery, Syrquin-Barua shows the per capita income has a positive effect on the primary sector and the utilities, residents have positive effect on the secondary sector, utilities and services. Meanwhile dummy variable has a positive effect on the primary sector, secondary and services. Sectoral inequality occurs in the secondary sector.
Peningkatan Turnover Intention Berdasarkan Kepemimpinan, Kepuasan Kerja, Kompensasi dengan Keterikatan Kerja sebagai Variabel Intervening (Studi Kasus pada Generasi Muda di PT XXX) Harun, Paulina; Ida, Nazhipah
Jurnal Ekonomi, Manajemen dan Perbankan (Journal of Economics, Management and Banking) Vol. 11 No. 3 (2025): Jurnal Ekonomi, Manajemen dan Perbankan (Journal of Economics, Management and
Publisher : STIE Indonesia Banking School

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35384/jemp.v11i3.852

Abstract

This study aims to analyze the influence of leadership, job satisfaction, and compensation on work engagement and turnover intention in the younger generation at PT. XXX. In an era of dynamic workforce, understanding the factors that influence engagement, and turnover intention is important for organizations in retaining potential employees. This study uses a quantitative approach with the Partial Least Square - Structural Equation Modeling (PLS-SEM) analysis method through the SmartPLS 3.0 application. Respondents in this study consisted of 175 young employees aged 21–30 years who work at PT Bank Syariah Indonesia. This study found that leadership, job satisfaction, and compensation have a positive effect on work engagement. Work engagement has also been shown to have a negative effect on turnover intention. However, leadership does not have a significant effect on turnover intention, either directly or indirectly. Interestingly, job satisfaction and compensation actually show a positive effect on turnover intention. In addition, work engagement does not mediate the relationship between leadership, job satisfaction, and compensation on turnover intention. This finding emphasizes the importance of adaptive and personal retention strategies in dealing with the dynamics of young generation motivation. The most compelling implication of this study is that high levels of job satisfaction and compensation do not necessarily guarantee a low desire to leave among young employees. This highlights the importance for companies to go beyond fulfilling financial and comfort-related needs, by also providing meaningful challenges, opportunities for personal development, and space for self-actualization that align with the characteristics and expectations of the younger generation.
Pengaruh Budaya Organisasi, Gaya Kepemimpinan, dan Work Life Balance terhadap Employee Engagement Pegawai Generasi Y dan Z dalam Meningkatkan Kinerja di Bank XYZ Saryo; Harun, Paulina
Jurnal Ekonomi, Manajemen dan Perbankan (Journal of Economics, Management and Banking) Vol. 11 No. 3 (2025): Jurnal Ekonomi, Manajemen dan Perbankan (Journal of Economics, Management and
Publisher : STIE Indonesia Banking School

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35384/jemp.v11i3.862

Abstract

This study examines the impact of organizational culture, leadership style, and work-life balance on employee performance at Bank XYZ, with employee engagement as a mediator. The sample consists of 125 permanent employees from Generation Y and Z working at the head office in Jakarta and regional offices. An online questionnaire was used to collect primary data, and Structural Equation Modeling (SEM) with Partial Least Squares (SEM-PLS) was employed for analysis. The results indicate that organizational culture, leadership style, and work-life balance significantly influence employee engagement and performance. This study provides insights into the factors that drive employee performance in the banking sector, particularly among younger generations. The findings have implications for Bank XYZ's human resource management strategies, highlighting the importance of fostering a positive organizational culture, effective leadership, and work-life balance to enhance employee engagement and performance.
Pengaruh Likuiditas, Modal Kerja, dan Efisiensi terhadap Kinerja Keuangan dengan Variabel Kontrol SIZE, LEV, AGE, dan FGR pada Perusahaan Makanan dan Minuman di BEI (2019–2023) Nugrahani, Catur; Harun, Paulina
Jurnal Keuangan dan Perbankan Vol. 22 No. 01 (2025): Jurnal Keuangan Dan Perbankan, Volume 22, No.1, Desember 2025
Publisher : STIE Indonesia Banking School

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

Abstract

This study aims to analyze the effect of Liquidity, Net Working Capital, and Firm Efficiency on financial performance measured by Return on Assets (ROA) in food and beverage sub-sector companies listed on the Indonesia Stock Exchange during the 2019–2023 period. The control variables include Firm Size, Financial Leverage, Firm Age, and Growth Rate. The sample consists of 55 companies selected through purposive sampling based on the completeness of financial reports and the presentation of data in Rupiah. The analysis was conducted using panel data–based multiple linear regression. The results show that Current Ratio, Net Working Capital, and Total Asset Turnover have a significant positive effect on ROA. Conversely, Firm Size and Financial Leverage have a significant negative effect, while Firm Age and Growth Rate do not exhibit a meaningful influence. These findings highlight the importance of managing liquidity, working capital, and asset efficiency. For future research, it is recommended to expand the scope to other industrial sectors for more generalizable results, include alternative performance indicators such as ROE, and incorporate external variables such as market risk and economic conditions to provide a more comprehensive understanding.
Co-Authors Alamsyah, Farhan Bagasworo, Wasi Ida, Nazhipah Nugrahani, Catur Pracoyo, Antyo Rasyid, Soelaiman Saryo Sulistyojati, Putrianti Swastiti, Pradinta Ignatia Wardani, Deni