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Purnamarini, Tri Ratna
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PENGARUH KEPEMIMPINAN AUTENTIK, LINGKUNGAN KERJA DAN DISIPLIN KERJA TERHADAP KINERJA KARYAWAN STUDI PADA BMT BINA SEJAHTERA CABANG LENDAH KULON PROGO Safitri, Ervina; Subiyanto, Didik; Purnamarini, Tri Ratna
Jurnal Manajemen Terapan dan Keuangan Vol. 13 No. 04 (2024): Jurnal Manajemen Terapan dan Keuangan
Publisher : Program Studi Manajemen Pemerintahan dan Keuangan Daerah Fakultas Ekonomi dan Bisnis Universitas Jambi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22437/jmk.v13i04.33443

Abstract

Kinerja karyawan adalah tingkat efektivitas dan efisiensi seorang karyawan dalam melaksanakan tugas dan tanggung jawab yang telah ditetapkan oleh organisasi atau perusahaan. Kinerja karyawan mencerminkan seberapa baik seorang karyawan dapat mencapai tujuan dan target yang telah ditentukan dalam pekerjaannya, serta bagaimana kontribusinya terhadap pencapaian tujuan keseluruhan organisasi. Tujuan penelitian ini untuk menganalisis peran dan pengaruh kepemimpinan autentik, lingkungan kerja, dan disiplin kerja dengan variabel intervening kinerja karyawan BMT Bina Sejahtera Cabang Lendah Kulon Progo.Pengambilan data dilakukan dengan kuisioner dan menggunakan skala likert 1 – 5. Metodologi penelitian melibatkan 42 responden BMT Bina Sejahtera Cabang Lendah Kulon Progo. Pengolahan data dan analisis dilakukan dengan metode analisis linier regresi linier berganda. Perangkat yang digunakan menggunakan software SPSS versi 26. Hasil penelitian ini menunjukkan bahwa Kepemimpinan autentik memiliki pengaruh positif dan signifikan terhadap kinerja karyawan, lingkungan kerja tidak berpengaruh positif dan signifikan terhadap kinerja karyawan kemudian Disiplin kerja berpengaruh positif tetapi tidak signifikan terhadap kinerja karyawan dan Kepemimpinan autentik, lingkungan kerja dan disiplin kerja berpengaruh signifikan terhadap kinerja karyawan
PENGARUH GAYA KEPEMIMPINAN TRANSFORMASIONAL, MOTIVASI KERJA, DAN DISIPLIN KERJA TERHADAP KINERJA KARYAWAN PDAM SLEMAN Kurniawan, Fahmy Purnamandiri; Hadi, Syamsul; Purnamarini, Tri Ratna
Jurnal Manajemen Terapan dan Keuangan Vol. 13 No. 05 (2024): Jurnal Manajemen Terapan dan Keuangan (Edisi Khusus)
Publisher : Program Studi Manajemen Pemerintahan dan Keuangan Daerah Fakultas Ekonomi dan Bisnis Universitas Jambi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22437/jmk.v13i05.35732

Abstract

Penelitian ini bertujuan untuk menguji pengaruh Gaya Kepemimpinan Transformasional, Motivasi Kerja dan Disiplin Kerja pada karyawan PDAM Sleman Yogyakarta. Populasi dan sampel yang digunakan dalam penelitian ini adalah seluruh karyawan PDAM Sleman Yogyakarta yang berjumlah 65 karyawan dengan menggunakan teknik sampel jenuh. Metode pengumpulan data menggunakan penyebaran kuisioner. Analisis uji regresi data menggunakan uji validitas dan uji rehabilitas. Teknik analisis data menggunakan uji asumsi klasik, uji normalitas, uji multikolonieritas, uji heteroskedastisitas. Uji hipotesis menggunakan uji T, uji F, dan uji R2 melalui program SPSS 26. Hasil penelitian menunjukan bahwa motivasi kerja dan disiplin kerja berpengaruh secara positif dan signifikan terhadap Kinerja Karyawan. Sedangkan Kepemimpinan Transformasional tidak berpengaruh positif terhadap Kinerja Karyawan. Kepemimpinan Transformasional, Motivasi Kerja dan Disiplin Kerja berpengaruh secara simultan terhadap Kinerja Karyawan. Maka dapat disimpulkan bahwa kepemimpinan transformasional, motivasi kerja, dan disiplin kerja berpengaruh secara simultan terhadap kinerja karyawan.
Examining the Role of Training, Compensation, and Work Environment in Employee Performance: A Gender-Based Analysis Krisnadayanti, Betty; Subiyanto , Didik; Purnamarini, Tri Ratna; Lada, Suddin
Journal of Business and Management Review Vol. 6 No. 2 (2025): (Issue-February)
Publisher : Profesional Muda Cendekia Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47153/jbmr.v6i2.1483

Abstract

Research Aims: This study aims to analyze the influence of training, compensation, and work environment on employee performance by considering gender differences as a moderating variable. The study seeks to determine the extent to which these factors contribute to performance enhancement among male and female employees at PT POS Indonesia DIY. Design/methodology/approach: A quantitative research approach was employed using the Multi-Group Analysis (MGA) method in Structural Equation Modeling (SEM). The study was conducted on a population comprising all employees of PT POS Indonesia DIY, with a sample of 117 respondents selected through random sampling. Data were collected via a Likert scale-based questionnaire, measuring key indicators of training, compensation, work environment, and employee performance. Research Findings: The findings indicate that the work environment plays a dominant role in improving employee performance, whereas training has a limited impact, and compensation does not significantly influence performance. When analyzed by gender, the results reveal that for male employees, only the work environment has a strong effect on performance, while training and compensation are insignificant. In contrast, for female employees, training has a weak effect, compensation remains insignificant, and the work environment continues to be the key determinant of performance. Theoretical Contribution/Originality: This study contributes to the literature on employee performance by providing empirical evidence on the differential impact of training, compensation, and work environment across gender groups. The findings highlight the necessity of prioritizing a conducive work environment to enhance productivity, as well as the importance of considering gender-specific responses when designing organizational policies. From a managerial perspective, optimizing work facilities and fostering a supportive organizational culture are critical strategies for improving employee performance.
PENGARUH BUDAYA ORGANISASI, STRES KERJA, DAN KOMITMEN ORGANISASI TERHADAP SEMANGAT KERJA (STUDI PADA BALAI PENGEMBANGAN TEKNOLOGI TEPAT GUNA DAERAH ISTIMEWA YOGYAKARTA) Lailinnahar, Ati; Septyarini, Epsilandri; Purnamarini, Tri Ratna
Jurnal Manajemen Terapan dan Keuangan Vol. 14 No. 01 (2025): Jurnal Manajemen Terapan dan Keuangan
Publisher : Program Studi Manajemen Pemerintahan dan Keuangan Daerah Fakultas Ekonomi dan Bisnis Universitas Jambi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22437/jmk.v14i01.42644

Abstract

Tujuan penelitian ini untuk menjelaskan pengaruh budaya organisasi, stres kerja, dan komitmen organisasi terhadap semangat kerja. Populasi pada penelitian ini berjumlah 47 orang. Teknik pengambilan sampel pada penelitian ini yaitu sensus dengan mengambil seluruh populasi yang berjumlah 47 responden. Pengumpulan data menggunakan kuesioner yang diiklankan kepada para pegawai. Jenis penelitian ini menggunakan metode kuantitatif dan menggunakan data primer dengan menyebarkan kuesioner kepada para pegawai dan melibatkan aplikasi SPSS 25. Metode fokus pada analisis deskriptif dan analisis inferensial yang terdiri dari uji indikator, uji model fit, dan uji hipotesis. Hasil penelitian yang dilakukan yaitu Budaya Organisasi berpengaruh positif dan signifikan terhadap Semangat Kerja, Stres Kerja berpengaruh negatif dan signifikan terhadap Semangat Kerja, Komitmen Organisasi berpengaruh positif dan signifikan terhadap Semangat Kerja dan Budaya Organisasi, Stres Kerja dan Komitmen Organisasi berpengaruh simultan terhadap Semangat Kerja.
THE INFLUENCE OF COMPENSATION, CAREER DEVELOPMENT, AND EMPLOYEE EMPOWERMENT ON ORGANIZATIONAL COMMITMENT AT PT PLN (PERSERO) UP3 YOGYAKARTA Puspaningrum, Rr. Faizah Nur F; Septyarini, Epsilandri; Purnamarini, Tri Ratna
Distribusi - Journal of Management and Business Vol. 13 No. 1 (2025): Distribusi, March 2025
Publisher : Fakultas Ekonomi dan Bisnis Universitas Mataram

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29303/distribusi.v13i1.614

Abstract

Human Resources (HR) are critical to a company's success as their expertise facilitates organizational growth. A key determinant of organizational performance includes employee commitment, which reflects their loyalty and willingness to stay with the company. The purpose of this study is to identify how compensation, career development, and employee empowerment affect commitment to the company. The method used in this research uses quantitative research using saturated sampling techniques. The research data was collected using a questionnaire, analyzed using computer assistance and the SPSS version 25 application. In this study, a saturated sampling technique was used with 45 respondents as members of the population. This research was conducted at PT PLN (Persero) UP3 Yogyakarta. The results revealed that compensation and career development have a positive and significant influence on organizational commitment. However, employee empowerment does not have a significant impact. Suggestions for future researchers in this field are expected to pay further attention to various variables that can affect organizational commitment. Those variables may include individual components, such as job satisfaction, motivation, and employee welfare. organizational components, such as corporate culture, leadership, and reward systems as well as changes in the industry, such as government policies and technological trends.
THE INFLUENCE OF ORGANIZATIONAL CULTURE, WORK ENVIRONMENT AND COMMUNICATION ON EMPLOYEE JOB SATISFACTION AT PT LINGKAR ORGANIK INDONESIA Lufiyanti, Dewi; Subiyanto, Didik; Purnamarini, Tri Ratna
Jurnal Pamator : Jurnal Ilmiah Universitas Trunojoyo Vol 18, No 1: January - March 2025
Publisher : LPPM Universitas Trunojoyo Madura

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21107/pamator.v18i1.28844

Abstract

The purpose of this study is to analyze: 1) The influence of organizational culture on employee job satisfaction at PT Lingkar Organik Indonesia, 2) The influence of the work environment on employee job satisfaction at PT Lingkar Organik Indonesia, 3) The influence of communication on employee job satisfaction at PT Lingkar Organik Indonesia. This type of research is quantitative research with a population of 54 employees, the sampling technique used is the saturated sample method. To ensure data quality, validity and reliability tests were carried out. Furthermore, the data obtained were analyzed through classical assumption tests, including normality tests, multicoloniality tests, and heterogeneity tests, as well as multiple linear regression analysis. Hypothesis testing was carried out using the t-test, f-test, and coefficient of determination (R²) test. The results of the study produced: 1) Organizational culture has a positive and significant effect on employee job satisfaction. 2) The work environment has a significant effect on employee job satisfaction. 3) Communication has a positive and significant effect on employee job satisfaction. Overall, organizational culture, work environment and communication simultaneously have a positive and significant effect on job satisfaction
THE INFLUENCE OF THE WORK ENVIRONMENT, ORGANIZATIONAL CULTURE AND ORGANIZATIONAL JUSTICE ON ORGANIZATIONAL COMMITMENT EMPLOYEES OF PT MANDIRI JOGJA INTERNASIONAL Hidayah, Nur; Subiyanto, Didik; Purnamarini, Tri Ratna
Jurnal Pamator : Jurnal Ilmiah Universitas Trunojoyo Vol 18, No 1: January - March 2025
Publisher : LPPM Universitas Trunojoyo Madura

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21107/pamator.v18i1.28843

Abstract

This study examines the influence of the work environment, organizational culture, and organizational justice on organizational commitment. This study uses a quantitative method by involving all employees of PT Mandiri Jogja International, totaling 80 people, as the population and sample. The sampling technique used is saturated sampling, which is included in the category of non-probability sampling. Data collection is carried out through questionnaires, and data quality is guaranteed through validity, reliability, and classical assumption tests (including normality, multicollinearity, and heteroscedasticity). Data analysis was carried out using multiple linear regression, equipped with a T test, an F test, and a determination coefficient (R²) calculation. The results of the study show that the work environment does not have a significant positive influence on organizational commitment. In contrast, organizational culture and organizational fairness have a significant and positive influence on organizational commitment. In addition, the combined influence of the work environment, organizational culture, and organizational fairness significantly affects the organizational commitment of PT Mandiri Jogja Internasional employees.
Pengaruh Grup Referensi, Keyakinan Diri, dan Skill terhadap Motivasi Berwirausaha Mahasiswa Universitas Sarjanawiyata Tamansiswa Yogyakarta Setiyaningtiyas, Windi; Kirana, Kusuma Chandra; Purnamarini, Tri Ratna
Journal of Economics, Bussiness and Management Issues Vol. 2 No. 3 (2025): Juni
Publisher : Indonesian Journal Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47134/jebmi.v2i3.649

Abstract

This research aims to identify and analyze the influence of reference groups, self-confidence, and skills on entrepreneurial motivation among students of the Faculty of Economics at Sarjanawiyata Tamansiswa University. This type  of  research  is  quantitative  descriptive. The sample used in this study consists of 115 active students from the Faculty of Economics at Sarjanawiyata Tamansiswa University. The type of data used in this research is quantitative data. The sampling technique employed is non-probability sampling or non-random sampling, specifically using convenience sampling. The data analysis techniques used in this study include data quality tests, classical assumption tests, and multiple linear regression analysis, followed by hypothesis testing (t-test and F-test) as formulated, and then, the analysis of the coefficient of determination (R²). The results of this analysis indicate that, partially, reference groups, self-confidence, and skills have a positive and significant effect on students' entrepreneurial motivation. Simultaneously, reference groups, self-confidence, and skills positively and significantly influence the entrepreneurial motivation of students at the Faculty of Economics, Sarjanawiyata Tamansiswa University.
The Pengaruh Peran Pemimpin, Budaya Organisasi, Motivasi Intrinsik Terhadap Disiplin Kerja Pegawai Di Politeknik Pembangunan Pertanian Yogyakarta Magelang Yolan, Marselina; Septyarini, Epsilandri; Purnamarini, Tri Ratna
Journal of Economics, Bussiness and Management Issues Vol. 2 No. 3 (2025): Juni
Publisher : Indonesian Journal Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47134/jebmi.v2i3.655

Abstract

This study aims to analyze the influence of leadership roles, organizational culture, and intrinsic motivation on employee work discipline at the Yogyakarta Magelang Agricultural Development Polytechnic. Work discipline is a crucial factor in supporting organizational effectiveness, thus it is essential to examine its relationship with both internal organizational and individual factors. This research employed a quantitative approach, with data collected through questionnaires distributed to 70 employees of the institution. The data were analyzed using the Statistical Package for the Social Sciences (SPSS) version 25. The results indicate that the leadership role has a significant positive effect on employee work discipline. Furthermore, a strong organizational culture is proven to positively contribute to improving employee discipline. Intrinsic motivation also shows a significant positive influence on the level of work discipline, suggesting that the higher the employee's intrinsic motivation, the better their discipline performance. Simultaneously, the leadership role, organizational culture, and intrinsic motivation have a positive and significant combined effect on work discipline. These findings highlight the importance of strengthening leadership, fostering a constructive organizational culture, and enhancing intrinsic motivation in order to improve employee work discipline within vocational higher education institutions.
The Effect of Organizational Culture, Innovation Climate, and Job Satisfaction on Affective Commitment (Case Study of PT. Java Connection) Alvina, Diva; Subiyanto, Didik; Purnamarini, Tri Ratna
Dinasti International Journal of Education Management And Social Science Vol. 6 No. 4 (2025): Dinasti International Journal of Education Management and Social Science (April
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijemss.v6i4.4229

Abstract

This research aims to examine the effect of organizational culture on improving employee performance at PT. Java Connection. The population and sample consisted of 40 company employees. Because the number of samples is the same at the population, the census (or saturated) sampling method is used, where all members of the population are part of the sample. This research is categorized as causal associative, which aims to identify the relationship between variables. Data processing and analysis involved descriptive statistics, testing of research instruments (validty, reliability, and classical assumption tests), multiple regression analysis, and hypothesis testing (t-test and F-test), all of which were carried out using SPSS version 26. The results of this study indicate that (1) Organizational Culture has a positive influence on Affective Commitment, (2) Innovational Climate has a positive influence on Affective Commitment, (3) Job Satisfaction has a positive influence on Affective Commitment, (4) Organizational Culture, Innovation Climate, and Job Satisfaction simultaneously influence Affective Commitment.
Co-Authors Aldo, Ketut Alvina, Diva Ana Fitrotun Nisa, Ana Fitrotun Anggela, Jenny Anggraini, Putri Kusuma Auliya Rosiana Dwi, Agil Nova Ervina Safitri Fitri Maharani, Fitri Garnita, Ria Halawa, Weall Cristal Hagani Ignatius Soni Kurniawan Istiqomah, Ervina Fatah Krisnadayanti, Betty Kurniawan, Fahmy Purnamandiri Kurniawan, Ignasius Soni Kusuma Chandra Kirana, Kusuma Chandra Lada, Suddin Lada, Suddin Bin Lailinnahar, Ati Lindawati Lindawati Listyaningrum, Palupi Lufiyanti, Dewi Nur Hidayah Nurhidayat, Ahmad Wahyu Nurul Myristica Indraswari Paryanto, Alfin Dwi Prayekti Prayekti, Prayekti Puspaningrum, Rr. Faizah Nur F Ramdhani, Abel Reo, Petrus Renol Septiani, Rizka Ayu Septyarini, Epsilandri Setiyaningtiyas, Windi Simarmata, Meri Anjelina Subiyanto , Didik Subiyanto, Didik Syamsul Hadi Umi Wahidah Utami, Nandya Wastha Wibowo, Muhammad Irkham Wiranto, Dody Yolan, Marselina