Article Per Year (5 Year)
p-Index From 2020 - 2025
2.426
P-Index
This Author published in this journals
All Journal Jurnal Manajemen JURNAL MANAJEMEN (EDISI ELEKTRONIK) Jurnal Riset Manajemen Sekolah Tinggi Ilmu Ekonomi Widya Wiwaha Program Magister Manajemen JMK Jurnal Manajemen dan Kewirausahaan JBMR: Journal of Business and Management Review AKMENIKA Indian Journal of Forensic Medicine & Toxicology Journal Competency of Business Jurnal Publikasi Ekonomi dan Akuntansi International Journal of Accounting, Management, Economics and Social Sciences (IJAMESC) Riset Ilmu Manajemen Bisnis dan Akuntansi
Nur Wening
Unknown Affiliation
Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Law, Crime, Criminology & Criminal Justice Public Health Social Sciences

Published : 20 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 20 Documents
Search

 1   2 
Evaluasi Blue Ocean Strategy dalam Penerapan Virtual Office Working pada Industri Konsultan Arsitektur Ardhini Zulfa; Nur Wening
JMK (Jurnal Manajemen dan Kewirausahaan) Vol 6 No 1 (2021): Januari
Publisher : Universitas Islam Kadiri

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32503/jmk.v6i1.1161

Abstract

Penelitian ini berfokus pada evaluasi strategi, dengan mencoba membuktikan kesesuaian strategi yang diterapkan oleh konsultan arsitektur Boutique Firm BTS Studio melalui konsep virtual office working (VOW) dibandingkan dengan standar yang benar dari blue ocean strategy (BOS) dan melihat keefektifan dan efisiensi penerapannya. Jenis penelitian ini menggunakan penelitian eksploratif dengan pendekatan deskriptif kualitatif. Informan ditentukan dengan teknik purposive sampling, berjumlah 4 informan yang mengerti tentang dinamika industri konsultan arsitektur. Penelitian ini mengacu pada penelitian sebelumnya oleh Paramita Ratri (2012), dengan 25 poin sebagai indikator dan instrumen variabel A (karakteristik BOS) untuk variabel B (karakteristik perusahaan), nilai kesesuaian minimum harus mencapai persentase 80%. Hasil temuan penelitian ini menunjukan bahwa strategi perusahaan mencapai 88%, sehingga dianggap menerapkan BOS. Menjalankan BOS dituntut untuk memenuhi setiap karakteristiknya, apabila evaluasi kesesuaian kurang dari ambang batas minimum, maka hanya dianggap sebagai diversifikasi. Penerapan VOW sebagai BOS juga dianggap lebih efektif dan efisien dari segi waktu, biaya, dan SDM.
Pengaruh Konflik Peran Ganda Dan Stres Kerja Terhadap Kinerja Polisi Wanita Di Polresta Yogyakarta Titin Siswatiningsih; Nur Wening
Akmenika: Jurnal Akuntansi dan Manajemen Vol. 18 No. 1 (2021): AKMENIKA
Publisher : Universitas PGRI Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31316/akmenika.v18i1.1368

Abstract

Working women at this time are very common, there are many considerations that encourage women to work where they have aspirations to have their own income, help their husbands meet their needs and there are also considerations for career actualization of their existence in the organization where they work. Female police, abbreviated as Polwan, are an example of working women. Policewomen are also bound by the same rules as male cops. A policewoman has two roles at once, in their homes as housewives and in their offices as career women. This research is an analysis of the effect of the dual role conflict (work-family, family-work) of policewomen and work stress (pressures on work) on their performance. Data collection was carried out using a questionnaire. Sampling using purposive sampling technique, namely married policewomen with a sample of 62 respondents drawn from as many as 75 policewomen who are married. Multiple role conflict is the first independent variable and job stress is the second independent variable, while Polwan's performance is the dependent variable. Based on the research results, the first independent variable (X1) and the second independent variable (X2) have an effect on the performance of female police officers (Y). This is evidenced by the value of the regression coefficient and the level of significance of each factor, namely -0.027 and 0.892; 0.698 and 0.008. The F-count is 10.047 with a significance level of 0.000, the adjusted R2 value is 0.229. Multiple role conflict has a significant negative effect on policewomen's performance, job stress has a significant positive effect on policewomen's performance.Keywords: Multiple Role Conflict, Job Stress and Employee Performance.
ANALISIS PEMBERIAN BENEFIT, MOTIVASI, DAN KOMITMEN ORGANISASIONAL APARATUR SIPIL NEGARA (ASN) Nur Wening; Gunawan Purnomo
Jurnal Riset Manajemen Sekolah Tinggi Ilmu Ekonomi Widya Wiwaha Program Magister Manajemen Vol. 6 No. 1 (2019): Jurnal Riset Manajemen
Publisher : Program Magister Manajemen STIE Widya Wiwaha Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (199.09 KB) | DOI: 10.32477/jrm.v6i1.28

Abstract

The aim of this research is analyzing of benefit, motivation, and apparatus organizational commitment. This research is typically of quantitative discriptive method research. The respondents in this research are civil servants the number of respondents are 31 (thirty one) people. The result shows that the giving of benefit, motivation, and civil servant organizational commitment is already well implemented. The giving of benefit variable gives the highest mark on work performance dimension and lowest mark on professional scarcity, while motivation variable has the highest mark on social needs dimension and the lowest mark on prestige dimension, and civil servant organizational commitment variable gives the highest mark on affective commitment dimension and the lowest mark is on continuation commitment dimension.
PERILAKU TERENCANA KNOWLEDGE SHARING: (STUDI PADA DOSEN KOPERTIS WILAYAH V YOGYAKARTA) Nur Wening
Jurnal Riset Manajemen Sekolah Tinggi Ilmu Ekonomi Widya Wiwaha Program Magister Manajemen Vol. 3 No. 2 (2016): Jurnal Riset Manajemen
Publisher : Program Magister Manajemen STIE Widya Wiwaha Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (383.048 KB) | DOI: 10.32477/jrm.v3i2.69

Abstract

University is a collector of knowledge has a role in supporting the concept of knowledge based economy. This study was conducted with subjects research university lecturers in Kopertis Wilayah V Yogyakarta were 300 respondents. The purpose of the study to examine the factors that influence knowledge sharing from the perspective of the theory oh human behavior and the Theory of Planned Behavior developed a research model of knowledge sharing. Using SEM analysis tool to test the research hypothesis. The results of the study with a response rate of 67% stated that the attitude toward knowledge sharing (BH.ATI) affects yhe intention to knowledge sharing (IKS), in addition to the influence of subjective norm (SN) on the intention to knowledge sharing. The test results also suggested taht hypothesis of planned behavior control (PBC) effect on the intention to knowledge sharing (IKS) prove to be significant. The results of the influence of planeed behavior controll (PBC) to the knowledge haring behavior (KSB) is not acceptable (H4 unsupport). In this case it is possible to make a faculty experience less or does not have a positive attitude to knowledge sharing with others. It’s because there is perception that some of the behavior he will gain certain advantages. Statement of intent to knowledge sharing (IKS) affect knowledge sharing behavior (KSB) is acceptable.
Pengaruh Green Human Resource Management dan Green Organizational Culture terhadap Employee Green Behavior Ngadi; Nur Wening; Sri Handayani
Jurnal Rimba Riset Ilmu manajemen Bisnis dan Akuntansi Vol. 2 No. 4 (2024): November : Riset Ilmu Manajemen Bisnis dan Akuntansi
Publisher : Asosiasi Riset Ilmu Manajemen Kewirausahaan dan Bisnis Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61132/rimba.v2i4.1336

Abstract

This research aims to analyze the influence of green human resource management on employee green behavior. The method used in sampling was a simple random sampling technique of 105 respondents. Primary data collection was carried out using a questionnaire method which had been tested for validity and reliability. The analysis in this research uses the path analysis method. The results of data analysis show that there is a direct influence and an indirect influence. Green human resource management has a direct and significant effect on employee green behavior, besides that, green human resource management has an indirect and significant effect on employee green behavior through green knowledge sharing. The results of this research prove that green human resource management, green employee behavior and green knowledge sharing have a good influence on the company, employees and the environment. Implementing green human resource management makes companies not only contribute to environmental preservation, but also improve overall business performance and a good corporate image.
HUMAN CAPITAL SEBAGAI BAGIAN DARI INTELLIGENT CAPITAL DALAM DAYA SAING PERUSAHAAN Ivan, M.P. Brata; Nur Wening
Jurnal Publikasi Ekonomi dan Akuntansi Vol. 3 No. 3 (2023): September : Jurnal Publikasi Ekonomi dan Akuntansi
Publisher : Pusat Riset dan Inovasi Nasional

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.51903/jupea.v3i3.1189

Abstract

Human Capital as a part of Intelligent Capital in Company Competitiveness. Every single company’s final goal is to make a profit business. Company market competitiveness is a manifestation of its both performance and quality. The competition demands a well – arranged company resources and capitals include its Intelligent Capital which contain Human Capital. A good Intelligent Capitaled Company indicates by its competent Human Capital, to make sure the company are qualified and well performed enough to be a strong competitor in the market.
Pengaruh Green Human Resources Management dan Green Innovation terhadap Business Sustainability Tri Suyantiningsih; Nur Wening
Jurnal Rimba Riset Ilmu manajemen Bisnis dan Akuntansi Vol. 3 No. 1 (2025): Februari: Riset Ilmu Manajemen Bisnis dan Akuntansi
Publisher : Asosiasi Riset Ilmu Manajemen Kewirausahaan dan Bisnis Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61132/rimba.v3i1.1618

Abstract

This study aims to analyze the influence of Green Human Resources Management and Green Innovation on Business Sustainability. The Green Human Resources Management approach includes recruitment, training, performance appraisal, and compensation practices oriented towards environmental conservation. Meanwhile, green innovation focuses on the development of environmentally friendly products, processes, and business models. The sampling technique used is purposive sampling with a total of 100 respondents. Data collection was carried out using an online questionnaire after testing validity and reliability. The analysis in this study employs SEM-PLS. The results indicate that Green Human Resources Management does not have an effect on Business Sustainability. In contrast, Green Innovation has a significant positive effect on Business Sustainability. The implementation of enhanced green innovation has been proven to increase operational efficiency and strengthen the company's image as an environmentally conscious business. This study emphasizes the importance of integrating human resource management and environmentally friendly innovation to achieve better business sustainability
Career Management in Digital Transformation for Employee Wellbeing: A Systematic Literature Review Lesmana, Angga; Nur Wening; Rian Oktafiani
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.v6i2.1417

Abstract

Research Aims: to examine how career management and employee well-being are related and to emphasize the critical role that career management plays. Design/methodology/approach: This study gathered 201 articles from Scopus-indexed journals between 2015 and 2025 and examined 12 of them using a systematic literature review methodology. Research Findings: The findings demonstrated that employees' subjective well-being, work engagement, and career satisfaction are positively impacted by successful career management practices, such as job designing, career skill development, and career adaptability. However, there is the discrepancy between theory and practice, especially in the implementation of career strategies that support digital skills needs in organizations. In addition, career development programs such as careers skill have been shown to increase employees' self-efficacy and resilience in the face of change. Theoretical Contribution/Originality: pointing out the gap between theory and reality in digital career management and suggesting a comprehensive strategy to address how career management affects workers' well-being. The studies have important implication for human capital managers as they create career management policies and procedures to enhance workers' well-being during the digital transformation.
THE INFLUENCE OF SOCIAL MEDIA PROMOTION FEATURES AND STRATEGIES TO INCREASE BRAND AWARENESS IN LINE APPLICATIONS Yunus Indra Purnama; Nur Wening
International Journal of Accounting, Management, Economics and Social Sciences (IJAMESC) Vol. 1 No. 6 (2023): Desember
Publisher : ZILLZELL MEDIA PRIMA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61990/ijamesc.v1i6.123

Abstract

The problem discussed in this study is the influence of features and promotional strategies on brand awareness at PT. Line in 2023. The purpose of this study is to determine the influence of features and promotional strategies on brand awareness at PT. Line. The population used in this study is students of management study program and accounting study program at Yogyakarta University of Technology who use the LINE application. The determination of the sample in this study used the slovin formula of 80 respondents. Data collection method using questionnaire/questionnaire. The data that has been collected is then processed with data processing techniques, namely by conducting validity and reliability tests. Data analysis techniques used are Normality Test, Heteroscedastic Test and Multicollinearity Test. The hypothesis tests used are simple linear regression tests, t-tests, significance tests, determination coefficient tests, multiple linear regression tests and simultaneous tests. The result of the research obtained is that each brand may have a combination of different features depending on the industry, target market, and business goals. In this case, it is important to develop a brand awareness strategy that is in accordance with the characteristics and values of the brand. By combining various elements in a promotional strategy, a brand can achieve a higher level of brand awareness among the target market of the business undertaken, so it is important to continuously monitor and evaluate the effectiveness of the promotion strategy to identify the necessary changes. And simultaneously in research it was found that it is important to strike the right balance between superior product features and appropriate promotional strategies. The synergy between the two can create a strong experience for consumers and strengthen the brand's position in the company's mind.
The Silent Exodus: A Systematic Review of Quiet Quitting and Its Impact on Employee Productivity and Organizational Culture Han Purnomo; Nur Wening; Rian Oktafiani
Jurnal Manajemen Vol. 16 No. 2 (2025): Jurnal Manajemen (Edisi Elektronik)
Publisher : UPT Jurnal & Publikasi Ilmiah SPs Universitas Ibn Khaldun Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32832/jm-uika.v16i2.19211

Abstract

Quiet quitting refers to employees performing only their assigned duties without additional engagement, often triggered by a lack of appreciation, unfair compensation, job burnout, and an unsupportive organizational culture, which in turn affects productivity, employee retention, and organizational stability. This study aims to identify its causes, impact on employee productivity and organizational culture, and effective mitigation strategies. Using a Systematic Literature Review (SLR) with PRISMA guidelines, 12 relevant articles were selected from 78 identified in the Scopus database (2015–2025). Findings indicate that fair compensation, employee well-being, a positive work culture, and supportive leadership can reduce quiet quitting, while policies promoting work-life balance and transparent communication enhance employee engagement. These insights contribute to HR management strategies, with future research recommended to explore organizational interventions across industries for a more comprehensive approach.
Co-Authors Ardhini Zulfa Dani Sahirul Alim Dwi Pudjaningsih Elita Dwi Hapsari Gunawan Purnomo Han Purnomo Ivan, M.P. Brata KasihPuji Utami Lesmana, Angga Lestari Wahyu Herawati Ngadi Noor Syam Sidiq Himawan Rahmad Agus Dwianto Rian Oktafiani Siska Wulandari Sri Handayani Tirtana Brachnata Titin Siswatiningsih Tri Suyantiningsih Yuliana Dwi Endah Arumsari Yunus Indra Purnama