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All Journal Jurnal Keuangan dan Perbankan
Harun, Paulina
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Economics, Econometrics & Finance Social Sciences

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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.
Co-Authors Alamsyah, Farhan Bagasworo, Wasi Pracoyo, Antyo Rasyid, Soelaiman Sulistyojati, Putrianti Swastiti, Pradinta Ignatia Wardani, Deni