Articles
<![CDATA[Pengaruh Disiplin Kerja Dan Pengalaman Kerja Terhadap Kinerja Kinerja Karyawan Dengan Pemberian Insentif Sebagai Variabel Moderating Pada PT. Kitchen Manufacturing ]]>
<![CDATA[Yuriska, Raina Nabila]]>;
<![CDATA[Kambara, Roni]]>;
<![CDATA[Khaerunnisa, Enis]]>
<![CDATA[ RIGGS: Journal of Artificial Intelligence and Digital Business Vol. 4 No. 2 (2025): Mei - Juli ]]>
Publisher : <![CDATA[Prodi Bisnis Digital Universitas Pahlawan Tuanku Tambusai ]]>
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DOI: 10.31004/riggs.v4i2.1225
<![CDATA[Penelitian ini bertujuan untuk mengetahui pengaruh disiplin kerja dan pengalaman kerja terhadap kinerja karyawan dengan pemberian insentif sebagai pemoderasi pada PT. Kitchen Manufacturing. Data dikumpulkan dengan melakukan penyebaran kuesioner kepada karyawan. Populasi yang digunakan dalam penelitian ini sebanyak 213 karyawan dengan sampel 187 karyawan. Dalam penelitian ini menggunakan teknis analisis yaitu Structural Equation Model (SEM) dengan alat analisis SmartPLS 4.0. Hal ini dapat dijadikan informasi dalam mengoptimalkan kinerja karyawan dengan meningkatkan kedisiplinan kerja, memperhatikan pengalaman kerja dengan dibantu oleh pemberian insentif. Penelitian ini mendapatkan hasil sebagai berikut: 1) disiplin kerja berpengaruh positif dan signifikan terhadap kinerja karyawan, 2) pengalaman kerja berpengaruh positif dan signifikan terhadap kinerja karyawan, 3) pemberian insentif berpengaruh positif dan signifikan terhadap kinerja karyawan, 4) pemberian insentif dapat memoderasi pengaruh disiplin kerja terhadap kinerja karyawan, 5) pemberian insentif tidak dapat memoderasi pengaruh pengalaman kerja terhadap kinerja karyawan.]]>
<![CDATA[Under workload but not alone: The power of organizational support in employee performance ]]>
<![CDATA[Wardoyo, Sudibyo]]>;
<![CDATA[Sausi, Fauji]]>;
<![CDATA[Kambara, Roni]]>
<![CDATA[ Social Sciences Insights Journal Vol. 3 No. 2 (2025): Social Sciences Insights Journal ]]>
Publisher : <![CDATA[MID Publisher International ]]>
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DOI: 10.60036/344zb002
<![CDATA[This paper investigates the effect of workload on employee performance and the moderating role of perceived organizational support (POS) in a high-pressure public sector setting, specifically within a regional police department in Indonesia. A quantitative approach was adopted using a census survey of 106 police personnel, employing validated questionnaires to measure workload, POS, and performance. Data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) via SmartPLS 4.1. Results show that workload had a negative but statistically insignificant effect on employee performance, and POS did not significantly moderate this relationship. However, POS had a strong positive direct effect on performance, indicating its value as an independent factor in enhancing outcomes. These findings highlight the importance of genuine organizational support in maintaining performance, especially in the public sector. This study adds to the literature by demonstrating the limited moderating effect of POS under high-pressure conditions, while emphasizing the strategic role of direct support mechanisms to sustain employee performance in public institutions.]]>
<![CDATA[THE ROLE OF EMPLOYEE ENGAGEMENT AND JOB SATISFACTION IN THE EFFECT OF REWARDS AND RECOGNITION ON INTENTION TO STAY ]]>
<![CDATA[Fajrin, Andini]]>;
<![CDATA[Taufik, Edi Rahmat]]>;
<![CDATA[Kambara, Roni]]>
<![CDATA[ International Journal of Economy, Education and Entrepreneurship (IJE3) Vol. 5 No. 2 (2025): International Journal of Economy, Education and Entrepreneurship ]]>
Publisher : <![CDATA[Yayasan Education and Social Center ]]>
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DOI: 10.53067/ije3.v5i2.381
<![CDATA[The high employee turnover in the manufacturing sector, especially at PT IHI Power Service Indonesia (15% per year), is a strategic challenge for organizational effectiveness and efficiency. This study aims to analyze the effect of Reward and Recognition on Intention to Stay, by considering the mediating role of Employee Engagement and Job Satisfaction. A quantitative approach was used with a survey method on 182 permanent employees. The research instrument was a Likert-scale closed questionnaire, which was analyzed using PLS-SEM. The results showed that Reward and Recognition positively and significantly affect Intention to Stay directly and indirectly through Employee Engagement and Job Satisfaction. The chain mediation model shows that reward and recognition increase employee engagement, increase job satisfaction, and strengthen the intention to stay. The practical implication is that companies must implement a fair and relevant reward system and integrate it with strategies to increase engagement and job satisfaction and reduce employee turnover intention. Theoretically, this study enriches the HRM literature through a dual mediation model based on Social Exchange Theory in the context of the manufacturing industry in Indonesia.]]>
<![CDATA[Balancing Work Life For Better Performance: Investigating The Moderating Effect of Family Supportive Supervisor Behavior ]]>
<![CDATA[Ramadhan, Fajar]]>;
<![CDATA[Kambara, Roni]]>
<![CDATA[ Economics and Business Journal (ECBIS) Vol. 3 No. 5 (2025): July ]]>
Publisher : <![CDATA[PT. Maju Malaqbi Makkarana ]]>
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DOI: 10.47353/ecbis.v3i5.225
<![CDATA[This study examines the effect of work-life balance on employee performance, with family supportive supervisor behavior as a moderating variable. The research was conducted at the Regional Financial and Asset Management Agency (BPKAD) of Banten Province, Indonesia, involving civil servants as respondents. This study addresses the issue of fluctuating employee performance despite repeated institutional achievements, by investigating the role of work-life balance and supervisor support in enhancing individual outcomes. A quantitative approach with a descriptive design was used, and data were collected through structured questionnaires. The results show that work-life balance positively influences employee performance. However, family supportive supervisor behavior does not significantly strengthen this relationship, indicating that while supervisor support is appreciated, it may not be sufficient in the absence of broader organizational support systems. These findings highlight the importance of implementing formal work-life policies and promoting a supportive work culture to improve employee well-being and performance in public institutions.]]>
<![CDATA[Resource-based strategy for enhancing village-owned enterprise competitive advantage: Impact of capabilities and networks ]]>
<![CDATA[Kambara, Roni]]>;
<![CDATA[Ichwanudin, Wawan]]>;
<![CDATA[Nupus, Hayati]]>;
<![CDATA[Worasutr, Asas]]>
<![CDATA[ Jurnal Fokus Manajemen Bisnis Vol. 15 No. 2 (2025) ]]>
Publisher : <![CDATA[Universitas Ahmad Dahlan ]]>
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DOI: 10.12928/fokus.v15i2.13376
<![CDATA[Village-owned enterprise have faced increasing challenges in improving their competitiveness in a rapidly evolving market environment. Effective resource management and good governance practices are seen as key factors that could drive competitive advantage, while supply chain flexibility and strong business networks are essential for village-owned enterprise to adapt to changing market conditions. This study aims to examine the relationship between resource management capabilities, good governance excellence, supply chain flexibility, and business network acceptability in relation to competitive advantage levels in village-owned enterprise in Indonesia. Using a quantitative approach with a survey design, data was collected through an online survey of 120 village-owned enterprise managers who had worked for at least 1 years. Data analysis was conducted using partial least squares and structural equation modeling. The results show that resource management capabilities and Good Governance Excellence do not have a significant direct effect on competitive advantage levels. However, business network acceptability plays a mediating role that strengthens the relationship between resource management capabilities and increased competitiveness. This study provides practical implications that effective resource management and strong business networks can enhance company competitiveness. Further research is recommended to broaden the scope by involving other sectors to test this model.]]>
<![CDATA[The influence of safety knowledge and safety management practices on safety performance with safety motivation as a mediating variable study at PT. Shinko Plantech ]]>
<![CDATA[SP Tambunan, Galuh]]>;
<![CDATA[Ramdansyah, Agus David]]>;
<![CDATA[Kambara, Roni]]>
<![CDATA[ Jurnal Mantik Vol. 9 No. 2 (2025): August: Manajemen, Teknologi Informatika dan Komunikasi (Mantik) ]]>
Publisher : <![CDATA[Institute of Computer Science (IOCS) ]]>
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DOI: 10.35335/mantik.v8i6.6527
<![CDATA[This study investigates the influence of safety knowledge and safety management practices on safety performance, with safety motivation as a mediating variable, at PT. Shinko Plantech. The research aims to understand how workers’ awareness and implementation of safety procedures contribute to overall safety outcomes in the workplace, and to what extent motivation affects this relationship. A quantitative approach was employed using a survey method. Data were collected from 120 employees through a structured questionnaire and analyzed using Structural Equation Modeling (SEM) with the help of SmartPLS software. The findings reveal that both safety knowledge and safety management practices have a significant positive effect on safety performance. Furthermore, safety motivation was found to mediate the relationship between the independent variables (safety knowledge and safety management practices) and the dependent variable (safety performance). These results highlight the critical role of fostering not only strong safety practices and knowledge but also enhancing employee motivation to achieve optimal safety performance. The study contributes to occupational safety literature and provides practical implications for improving safety standards in industrial settings.]]>
<![CDATA[Optimization of Cooperative Production Function in The Philippines And Indonesia ]]>
<![CDATA[Pratiknyo, Yanto Sidik]]>;
<![CDATA[Bangun, Wilson]]>;
<![CDATA[Hidayah, Zainur]]>;
<![CDATA[Kambara, Roni]]>
<![CDATA[ Asean International Journal of Business Vol. 2 No. 1 (2023) ]]>
Publisher : <![CDATA[Asosiasi Dosen Peneliti Ilmu Ekonomi dan Bisnis Indonesia ]]>
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DOI: 10.54099/aijb.v2i1.439
<![CDATA[Purpose – The study aims to identify production function equation between labour and capital also optimal cost of labour and capital of the cooperatives. In order to raise the level of this research to be international, this study compares two countries, namely the Philippines and Indonesia by applying performances of cooperatives in both countries. Methodology/approach – Cobb Douglass production function equation of labour and capital is applied in this research. Optimal cost using partial differential equation also used between cost of wage of labour and cost of capital. Cooperatives in 15 regions in Philippines and 33 provinces in Indonesia were the object of the research Findings – Philippines has an increasing scale of return because the value of the constant is greater than one, on the other hand Indonesia has a declining scale of return. However, the two countries have in common that capital is correlated with cooperative output, while labour is not correlated with output significantly. Novelty/value – This study highlights the important of the use of economic analytical of the capital and labour to the cooperatives in Philippines and Indonesia. Both cooperatives have significant correlation between output and capital, but did not correlate significantly to labour.]]>
<![CDATA[The Effect of Work Life Balance and Job Training on Employee Performance: Job Satisfaction as Mediation ]]>
<![CDATA[Jamilah, Jamilah]]>;
<![CDATA[Kambara, Roni]]>;
<![CDATA[Ana Susi Mulyani]]>
<![CDATA[ Asean International Journal of Business Vol. 3 No. 2 (2024) ]]>
Publisher : <![CDATA[Asosiasi Dosen Peneliti Ilmu Ekonomi dan Bisnis Indonesia ]]>
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DOI: 10.54099/aijb.v3i2.1023
<![CDATA[Purpose - The purpose of this research is to determine the effect of work life balance and job training on employee performance with job satisfaction as mediation in PT. BPR Berkah. Methodology/approach - This research uses a quantitative methods with census sampling techniques. The sample in this study are all employees who work in PT. BPR Berkah. Data collection is carried out through online and offline distribution of questionnaires.The data analysis method uses Structur Equation Modelling (SEM), 48 samples were taken. The analysis technique in this study is Partial Least Square (PLS) with the help of SmartPLS 4.0 software. Findings – Job training has a positive and significant effect on employee performance, job satisfaction has a positive and significant effect on employee performance, work life balance has a positive but not significant effect on job satisfaction, job training has a positive and significant effect on job satisfaction, and job satisfaction can mediate relationship between work life balance and employee performance. Novelty/value – Job Training and Job Satisfaction are important in improving employee performance.]]>
<![CDATA[Performance optimization through the dimension of job satisfaction ]]>
<![CDATA[Yudha, Achmad]]>;
<![CDATA[Kambara, Roni]]>;
<![CDATA[Dibyantoro, Dibyantoro]]>
<![CDATA[ JPPI (Jurnal Penelitian Pendidikan Indonesia) Vol. 10 No. 1 (2024): JPPI (Jurnal Penelitian Pendidikan Indonesia) ]]>
Publisher : <![CDATA[Indonesian Institute for Counseling, Education and Theraphy (IICET) ]]>
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DOI: 10.29210/020242412
<![CDATA[This study attempts to explore more deeply the correlation between the effect of job involvement, digital work design, and IPC organizational culture on the main context of employee performance using job satisfaction as the main mediator.This method uses a quantitative approach with data collection through questionnaires to measure employee perceptions with an interval scale of 1-100 to organic employees, the sampling technique uses simplerandom sampling and data processing using the SEM-PLS instrument.Research findings describe a positive correlation between job involvement on direct performance as well as engagement, and IPC organizational culture on satisfaction. While digital work design does not affect satisfaction and satisfaction is found to not affect the performance context.This study was only conducted on tinplate manufacturing employees in the short term, future studies need to explore further using a longitudinal design approach with a more complex research locus.]]>
<![CDATA[Pengaruh Lingkungan Kerja Non Fisik Dan Motivasi Intrinsik Terhadap Organizational Citizenship Behavior (OCB) dalam Meningkatkan Kinerja Karyawan Di Rsia Mutiara Bunda Cilegon ]]>
<![CDATA[Mardhatillah, Shifana]]>;
<![CDATA[Prahiawan, Wawan]]>;
<![CDATA[Kambara, Roni]]>
<![CDATA[ Journal of Economics and Business UBS Vol. 12 No. 4 (2023): Special Issue ]]>
Publisher : <![CDATA[Cv. Syntax Corporation Indonesia ]]>
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DOI: 10.52644/joeb.v12i4.466
<![CDATA[Artikel ini bertujuan untuk menginvestigasi pengaruh lingkungan kerja non fisik dan motivasi intrinsik terhadap Organizational Citizenship Behavior (OCB) dalam meningkatkan kinerja karyawan di RSIA Mutiara Bunda Cilegon. OCB merupakan perilaku sukarela dan proaktif yang dilakukan oleh karyawan di luar tugas utama mereka, yang secara langsung berkontribusi pada keberhasilan organisasi. Penelitian ini menggunakan metode kuantitatif dengan pendekatan cross-sectional. Data dikumpulkan melalui kuesioner yang diberikan kepada 150 responden karyawan RSIA Mutiara Bunda Cilegon. Instrumen penelitian terdiri dari skala pengukuran untuk lingkungan kerja non fisik, motivasi intrinsik, OCB, dan kinerja karyawan. Hasil analisis data menggunakan teknik regresi linier berganda menunjukkan bahwa lingkungan kerja non fisik memiliki pengaruh positif dan signifikan terhadap OCB. Hal ini menunjukkan bahwa aspek-aspek seperti budaya organisasi, hubungan antar rekan kerja, dan keadilan organisasi yang ada di lingkungan kerja berpengaruh terhadap kecenderungan karyawan untuk melakukan OCB. Selain itu, motivasi intrinsik juga ditemukan memiliki pengaruh positif dan signifikan terhadap OCB. Karyawan yang memiliki motivasi intrinsik yang tinggi cenderung lebih aktif dan proaktif dalam memberikan kontribusi ekstra kepada organisasi. Selain itu, OCB juga terbukti memiliki pengaruh positif dan signifikan terhadap kinerja karyawan. Karyawan yang secara sukarela melakukan OCB cenderung memiliki kinerja yang lebih baik. Oleh karena itu, RSIA Mutiara Bunda Cilegon dapat meningkatkan kinerja karyawan dengan menciptakan lingkungan kerja yang mendukung OCB dan memperkuat motivasi intrinsik karyawan. Penelitian ini memberikan kontribusi teoritis dan praktis dalam memahami faktor-faktor yang mempengaruhi OCB dan kinerja karyawan di RSIA Mutiara Bunda Cilegon. Hasil penelitian ini dapat menjadi dasar bagi manajemen untuk mengembangkan strategi pengelolaan lingkungan kerja dan motivasi intrinsik yang efektif dalam meningkatkan kinerja karyawan dan keberhasilan organisasi.]]>
