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All Journal Jurnal Organisasi Dan Manajemen Pena Justisia: Media Komunikasi dan Kajian Hukum SULTANIST: Jurnal Manajemen dan Keuangan Jurnal Abdi Ilmu JUMAN Tools (Jurnal Manajemen Tools) International Conference of ASEAN Prespective and Policy (ICAP) Ilomata International Journal of Management Jurnal Ilmiah Manajemen Kesatuan Jurnal Scientia Ilomata International Journal of Management GOVERNANCE: Jurnal Ilmiah Kajian Politik Lokal dan Pembangunan Jurnal Media Informatika Journal of Research in Social Science and Humanities Indo-MathEdu Intellectuals Journal International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Proceeding International Seminar of Islamic Studies Jurnal Fokus Manajemen International Conference on Health Science, Green Economics, Educational Review and Technology (IHERT) JURNAL EKONOMI BISNIS DAN MANAJEMEN Indo-Fintech Intellectuals: Journal of Economics and Business Jurnal Ekonomi Kreatif dan Manajemen Bisnis Digital (JEKOMBITAL) Journal of Management, Economic, and Accounting Jurnal Ekonomi Bisnis dan Manajemen Multifinance Jurnal Inovasi Bisnis Manajemen dan Akuntansi JURNAL RUMPUN MANAJEMEN DAN EKONOMI International Journal of Management, Economic and Accounting Jurnal Pendidikan Progresif
Wakhyuni, Emi
Management At Pembangunan Pancabudi University Of Medan Faculty Of Social Science
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Reflections on Teacher Job Satisfaction: The Role of Principal Supervision, Organizational Culture, Motivation, and Compensation Lie, Darwin; Sherly, Sherly; Dharma, Edy; Wakhyuni, Emi; Sudirman, Acai
Jurnal Organisasi dan Manajemen Vol. 17 No. 2 (2021)
Publisher : LPPM Universitas Terbuka

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33830/jom.v17i2.1302.2021

Abstract

The success and failure of an organization is influenced by competent Human Resources (HRM) who are oriented towards efficiency, quality, and productivity. This research aims to determine the role of principal supervision, organizational culture, motivation, and compensation as predictors of job satisfaction. The research design used a quantitative approach to causality. To obtain research data using documentation instruments and distributing questionnaires online. The sample used in the study was 215 respondents. The basis for determining the sample is oriented towards a non-probability sampling approach using a purposive sampling formula. To examine the relationship between principal supervision, organizational culture, motivation, and compensation on job satisfaction, then the structural equation modeling (SEM) approach is used using partial least squares. Findings. In accordance with the results of the study, it was found that the supervision of the principal has a significant effect on job satisfaction. Furthermore, organizational culture has a significant influence on job satisfaction. Furthermore, motivation has a significant effect on job satisfaction. Then compensation also has a significant effect on job satisfaction. motivation has a significant effect on job satisfaction. Then compensation also has a significant effect on job satisfaction. motivation has a significant effect on job satisfaction. Then compensation also has a significant effect on job satisfaction.
KEMAMPUAN MASYARAKAT DAN BUDAYA ASING DALAM MEMPERTAHANKAN BUDAYA LOKAL DI KECAMATAN DATUK BANDAR Emi Wakhyuni
Jurnal Abdi Ilmu Vol 11 No 1 (2018): JURNAL ILMIAH ABDI ILMU
Publisher : UNIVERSITAS PEMBANGUNAN PANCA BUDI

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (538.524 KB)

Abstract

Penelitian ini bertujuan untuk mengetahui: (1) Pengaruh variabel kemampuan masyarakat terhadap ketahanan budaya masyarakat di Kelurahan Pantai Johor Kecamatan Datuk Bandar Kota Tanjung Balai (2) Pengaruh variabel kebudayaan asing terhadap ketahanan budaya masyarakat di Kelurahan Pantai Johor Kecamatan Datuk Bandar Kota Tanjung Balai. (3) Pengaruh Variabel kemampuan masyarakat dan kebudayaan asing terhadap ketahanan budaya masyarakat di Kelurahan Pantai Johor Kecamatan Datuk Bandar Kota Tanjung Balai. Populasi penelitian ini masyarakat di kelurahan pantai johor Kecamatan datuk Bandar Kota Tanjung Balai. Metode pengumpulan data yang digunakan dalam penelitian ini adalah pendekatan deskriptif kuantitatif, jenis penelitian ini adalah deskriptif dan sifat penelitian ini adalah penjelasan. Populasi pada penelitian ini menggunakan rumus Slovin. Metode pengumpulan data dengan penyebaran daftar pertanyaan. Model analisis data yang digunakan untuk menjawab hipotesis pertama dan kedua adalah regresi berganda.
PENGARUH BUDAYA KERJA DAN KOMITMEN KARYAWAN TERHADAP KINERJA KARYAWAN PT BANK MANDIRI CABANG PULO BRAYAN MEDAN Emi Wakhyuni
JUMANT Vol 7 No 1 (2017): JURNAL Manajemen Tools
Publisher : UNIVERSITAS PEMBANGUNAN PANCA BUDI

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (688.016 KB)

Abstract

Judul penelitian ini adalah “Pengaruh Budaya Kerja dan Komitmen Karyawan Terhadap Kinerja Karyawan Pada PT. Bank Mandiri Cabang Pulo Brayan Medan.” Tujuan penelitian ini adalah untuk mengetahui dan menganalisis pengaruh budaya kerja dan komitmen karyawan terhadap kinerja karyawan pada PT. Bank Mandiri Cabang Pulo Brayan Medan. Pengujian data menggunakan kuesioner yang dianalisis dengan menggunakan analisis statistik seperti : uji validitas dan reliabilitas, uji asumsi klasik dan analisis regresi linear berganda pada α = 5% dengan bantuan SPSS 16.0 for Windows. Hasil penelitian ini menunjukkan bahwa adanya pengaruh secara positif dan signifikan antara variabel budaya kerja dan komitmen karyawan terhadap kinerja karyawan pada PT. Bank Mandiri Cabang Pulo Brayan Medan. Pada uji F diketahui bahwa variabel budaya kerja dan komitmen karyawan secara bersama-sama mempengaruhi variabel kinerja karyawan pada PT. Bank Mandiri Cabang Pulo Brayan Medan secara positif dan signifikan. Pada uji tdiketahui bahwa budaya kerja berpengaruh lebih dominan terhadap kinerja karyawan pada PT. Bank Mandiri Cabang Pulo Brayan Medan. Pada pengujian koefisien determinasi yang disesuaikan (Adjusted R Square) diperoleh nilai sebesar 0,860, yang memiliki arti bahwa variabel kinerja karyawan pada PT. Bank Mandiri Cabang Pulo Brayan Medan dipengaruhi oleh variabel budaya kerja dan komitmen karyawan sebesar 86,0% dan sisanya 14,0% dipengaruhi oleh variabel lain yang tidak diteliti dalam penelitian ini.
An Empirical Investigation ofthe Effect of Workload and SOPs on Employees Work Morale Emi Wakhyuni
International Conference of ASEAN Prespective and Policy (ICAP) Vol 1 No 1 (2018): INTERNATIONAL CONFERENCE OF ASEAN PERSPECTIVE AND POLICY (ICAP)
Publisher : International Conference of ASEAN Prespective and Policy (ICAP)

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (314.679 KB)

Abstract

The purpose of this study is to investigate the effect of workload, and Standard Operating Procedure (SOPs) on employees work morale. This study uses a quantitative approach that is an empirical study to collect, analyze, and display data. Population of this research is employees in PT. Sucofindo Medan Branch. The technique of determining sample used simple random sampling in which the subject of research used 50 percent. Therefore, The sample of this study amounted to 75 employees. The results of this study found that workload and Standard Operating Procedure have the significant impact on employees work morale in PT. Sucofindo Medan Branch simultaneously. Partially, the workload has not a significant effect on employees work morale in PT. Sucofindo Medan Branch. However, Standard Operating Procedure has a significant effect on employees work morale in PT. Sucofindo Medan Branch.The authors suggest to this company that they need to set up employee performance appraisal for the positions held. The company needs to prepare evaluation materials to improve work systems and procedures. The company is expected to consider the proposal to develop a real employee requirement plan related to the organization's workload. The company may apply for an employee mutation program from an excessive unit to a deficient unit.
Recruitment Analysis on Employee Performance With Variable Control As Moderating On Manufacturing Company Nashrudin Setiawan; Emi Wakhyuni; Nur Afrina Siregar
Ilomata International Journal of Management Vol 1 No 3 (2020): July 2020
Publisher : Yayasan Ilomata

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (455.277 KB) | DOI: 10.52728/ijjm.v1i3.69

Abstract

The analysis of this study aims to determine whether recruitment positive and significant effect on the performance of employees in the Manufacturing Company. To know able to moderate recruitment monitoring the performance of employees in the Manufacturing Company. Data analysis technique used is quantitative method with SPSS version 16.0. This study uses regression analysis moderating. The population in this study were all employees Manufacturing Company, and a sample of 44 respondents. The primary data using questionnaires. The results showed that recruitment positive and significant effect on the performance of employees in the Manufacturing Company. Supervision able to moderate recruitment to employee performance on a Manufacturing Company
PENGARUH ANALISIS LINGKUNGAN INTERNAL DAN EKSTERNAL PERUSAHAAN TERHADAP SISTEM PENGAMBILAN KEPUTUSAN PADA PTPN. III KANTOR PUSAT MEDAN Emi Wakhyuni
Jurnal Abdi Ilmu Vol 10 No 2 (2017): JURNAL ILMIAH ABDI ILMU
Publisher : UNIVERSITAS PEMBANGUNAN PANCA BUDI

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (806.529 KB)

Abstract

PT. Perkebunan Nusantara III disingkat PTPN III (Persero), merupakan salah satu dari 14 BadanUsaha Milik Negara (BUMN) Perkebunan yang bergerak dalam bidang usaha perkebunan, pengolahan,dan pemasaran hasil perkebunan. Rumusan masalah dalam penelitian ini adalah apakah secara simultandan parsial analisis lingkungan internal dan analisis lingkungan eksternal berpengaruh terhadap sistempengambilan keputusan pada PTPN III Kantor Pusat Medan. Adapun teknik pengumpulan data dalampenelitian ini dilakukan dengan kuesioner dengan membagikan daftar pertanyaan kepada respondensebanyak 75 responden melalui bantun program Statitical Product Service Solution (SPSS) Versi 19.00,Berdasarkan hasil uji besarnya adjusted R square sebesar 0,245 hal ini berarti 24,5% variasi sistempengambilan keputusan .yang bisa dijelaskan dengan variabel independen analisis lingkungan internal dananalisis lingkungan eksternal (100% - 24.5% = 75.5%). sedangkan sisanya dapat dijelaskan denganvariabel independen lainnya seperti kinerja, motivasi dan lain-lainnya. Berdasarkan hasil uji Anova atauuji statistic F menghasilkan nilai Fhitung sebesar 13.011 dengan tingkat signifikan 0,00. Karena Fhitung13.011 > Ftabel 3.12 dan probabilitas signifikan jauh lebih kecil dari 0,05 yaitu 0,00 < 0,05, maka dapatdikatakan bahwa analisis lingkungan internal dan analisis lingkungan eksternal secara serempak dansignifikan berpengaruh terhadap sistem pengambilan keputusan. Berdasarkan hasil uji parsial analisislingkungan internal nilai thitung 2.417 > ttabel 1.666 dengan signifikan 0, 018 > 0,05, artinya secaraparsial terdapat pengaruh analisis lingkungan internal terhadap sistem pengambilan keputusan akan tetapitidak signifikan karena signifikannya lebih besar dari 0.05. Berdasarkan hasil uji parsial, analisislingkungan eksternal nilai thitung 2.055 > ttabel 1.666 dengan signifikan 0,43 < 0,05 artinya secaraparsial terdapat pengaruh analisis lingkungan eksternal terhadap sistem pengambilan keputusan akantetapi tidak signifikan karena signifikannya lebih besar dari 0.05.
ANALISIS KEMAMPUAN, KOMUNIKASI DAN KONFLIK KERJA TERHADAP KEPUASAN KERJA KARYAWAN PADA PT. MITHA SARANA NIAGA Emi Wakhyuni
JUMANT Vol 11 No 1 (2019): JURNAL Manajemen Tools
Publisher : UNIVERSITAS PEMBANGUNAN PANCA BUDI

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (329.222 KB)

Abstract

Kemampuan karyawan harus ditingkatkan dengan bentuk pelatihan maupun peningkatan pendidikan karyawan sehingga dalam melaksanakan pekerjaannya karyawan tidak lagi atau merasa tidak siap. Komunikasi organisasi harus lebih dibangun dengan rasa kekeluargaan sehingga karyawan memiliki loyalitas terhadap perusahaan karena karyawan akan merasa bahwa perusahaan menjadi rumah kedua. Dari hasil penelitian diketahui kemampuan, komunikasi dan konflik kerja berpengaruh secara bersama-sama terhadap kepuasan kerja karyawan (Fhitung161,974 > Ftabel 2,80) dan sig 0,000 ≤ 0,05) dan secara parsial didapati hasil penelitian kemampuan berpengaruh terhadap kepuasan kerja karyawan (thitung 3,368> ttabel1,67722 dan sig 0,002≤ 0,05), komunikasi tidak berpengaruh terhadap kepuasan kerja karyawan (thitung 0,881< ttabel1,67722 dan sig 0,383> 0,05) dan konflik kerja berpengaruh terhadap kepuasan kerja (thitung 6,736> ttabel1,67722 dan sig 0,000< 0,05). Metode pengelolaan konflik kerja harus benar – benar dikuasai oleh pemimpin baik yang sekarang maupun yang akan datang karena dengan pengelolaan konflik kerja yang tepat, baik itu metode ataupun caranya-caranya, tetap dapat menjaga kepuasan kerja karyawan. Diperlukan penelitian lanjutan tentang faktorfaktor lain yang mungkin mempunyai pengaruh terhadap kepuasan kerja karyawan pada Mitha Sarana Niaga, Penelitian lanjutan ini sangat diperlukan untuk dapat mengidentifikasi faktor-faktor lain secara signifikan demi peningkatan kepuasan kerja karyawan.
THE INFLUENCE OF LEADERSHIP, COMPENSATION AND CAREER DEVELOPMENT ON EMPLOYEE ENGAGEMENT AT PT. BANK ACEH SYARIAH MEDAN REGION Emi Wakhyuni; Asmuni Asmuni; Rizal Agus
Proceeding International Seminar of Islamic Studies INSIS 3 (February 2022)
Publisher : Proceeding International Seminar of Islamic Studies

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

Abstract

This study aims to analyze the effect of leadership, compensation and career development on employee engagement. This study uses quantitative methods involving 78 respondents, namely all employees of PT. Bank Aceh Syariah Medan Region. Data was collected using the distribution of questionnaires and interviews, secondary data was collected : agencies and literature studies. Data obtained were analyzed using statistical formulas, namely by using the validity test, reliability test and multiple linear regression analysis with the SPSS version 23.0 program. results are study indicate that leadership has positive , significant effect on employee engagement with a sig. 0.000 0.05. Furthermore, compensation has a positive and significant effect on employee engagement with values and sig. 0.013 0.05. Meanwhile, career development does not have a significant effect on employee engagement with a sig value. 0.205 0.05. Leadership, compensation and career development simultaneously affect employee engagement with a value of sig 0.000 0.05. Based on the adjusted R Square value of 0.775 which can be called the coefficient of determination which in this case means 77.5% employee engagement can be obtained and explained by leadership, compensation and career development. While the remaining 22.5% is explained by other factors or variables outside. From the results of researh, it can be concluded that Bank Aceh Syariah Medan Region needs to evaluate the attitude of the leadership towards their subordinates and provide appropriate compensation to employees as motivation in strengthening employee engagement.Keywords: Leadership; compensation; Career Development; Employee Engagement.
Recruitment Analysis on Employee Performance With Variable Control As Moderating On Manufacturing Company Nashrudin Setiawan; Emi Wakhyuni; Nur Afrina Siregar
Ilomata International Journal of Management Vol 1 No 3 (2020): July 2020
Publisher : Yayasan Ilomata

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52728/ijjm.v1i3.69

Abstract

The analysis of this study aims to determine whether recruitment positive and significant effect on the performance of employees in the Manufacturing Company. To know able to moderate recruitment monitoring the performance of employees in the Manufacturing Company. Data analysis technique used is quantitative method with SPSS version 16.0. This study uses regression analysis moderating. The population in this study were all employees Manufacturing Company, and a sample of 44 respondents. The primary data using questionnaires. The results showed that recruitment positive and significant effect on the performance of employees in the Manufacturing Company. Supervision able to moderate recruitment to employee performance on a Manufacturing Company
THE INFLUENCE OF LEADERSHIP AND JOB SATISFACTION ON ORGANIZATIONAL COMMITMENT AT PT MERAPI UTAMA PHARMA MEDAN Intan Royana Silalahi; Emi Wakhyuni; Livia Fransiska; Maya Sari; Muhammad Baihaqki
International Conference on Health Science, Green Economics, Educational Review and Technology Vol. 4 (2022): International Conference on Health Science, Green Economics, Educational Review and T
Publisher : Universitas Efarina

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ihert.v4i1.293

Abstract

The research objective was to determine more clearly and analyze the influence of leadership and job satisfaction on organizational commitment at PT Merapi Utama Pharma Medan. The method used is descriptive analysis method and multiple linear regression analysis method, using simultaneous test, test parsiaI and determination analysis. The data used are primary and secondary data. Researchers used 36 respondents in the sample. The results showed 1) Variable influential leadership on organizational commitment at PT. Merapi Utama Pharma Medan. 2) The variables affect job satisfaction to organizational commitment at PT. Merapi Utama Pharma Medan. 3) Variable leadership and job satisfaction simultaneously influence on organizational commitment at PT Merapi Utama Pharma Medan. The test results determinant coefficient (R2) shows that the value of R Square = 0.907 90.7% means the factors affecting organizational commitment at PT Merapi Utama Pharma Terrain can be explained by the leadership and job satisfaction. While the remaining 0.093% can be explained by other factors not examined by this study..
Co-Authors , Nashrudin Setiawan , Wilchan Robain Abdullah Sinaga , Mahriz Acai Sudirman Agus, Rizal Akhmad Taufik AMELIA SETYAWATI, AMELIA Andafi, Muhammad Anisyah, Anggi Putri Asmuni Asmuni Az-Zahra, Farah Witri Azianda, M. Sultan Bima Satria Butarbutar, Marisi Cahaya Adhan Dini Darmilisani Darmilisani, Darmilisani Darwin Lie Delvi Yanti, Eli Dharma, Edy Doa Jafar Efendi Efendi Eli Delvi Ginting, Rizky Sahputra Gunawan, Mhd Fikri Husni Muharram Ritonga Hutabarat, Willyam Lorencius Ika Yulanda Intan Royana Silalahi Khairil Husnizar Kiki Farida Ferine Lestari, Deara Shinta Lilyan Tasaria Livia Fransiska Malikhah, Ikhah Marsela, Grace Maya Sari Mia Oktavia Miranti, Yasmin Muhammad Baihaqki Muhammad Yalzamul Insan Niken Wulandari Nur, Khopipah Nurafrina Siregar Oktavia, Mia Pratama , Siswa Rafianti, Fitri Rika Mustika Tarigan Risha Ramadani Risnaini, Risnaini Romy, Elly Setiawan, Abdi Setiyawami Setiyawami sherly sherly Shintya Shintya Shintya Siti Nurhayati Slamet Widodo Syamsuddin Syamsuddin Tanjung, Aulia Ramadhan Tarigan, Kevin Yuni Sari Fransiska