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All Journal Infotech Journal Martabe : Jurnal Pengabdian Kepada Masyarakat Jurnal Ners TECHNO-SOCIO EKONOMIKA Jurnal Scientia Budapest International Research and Critics Institute-Journal (BIRCI-Journal): Humanities and Social Sciences International Journal of Educational Administration, Management, and Leadership Jurnal Pengabdian kepada Masyarakat Berdikari : Jurnal Ekonomi dan Statistik Indonesia Multidiciplinary Output Research for Actual and International Issue (Morfai Journal) AKADEMIK: Jurnal Mahasiswa Ekonomi & Bisnis Journal of Economics and Management Scienties Multifinance Jesocin : Journal of Economics, Accounting, Business, Management, Engineering and Society Jurnal Inspirasi Ilmu Manajemen E-Amal: Jurnal Pengabdian Kepada Masyarakat
Sri Rochani Mulyani
Universitas Sangga Buana
Religion Agriculture, Biological Sciences & Forestry Arts Humanities Chemical Engineering, Chemistry & Bioengineering Civil Engineering, Building, Construction & Architecture Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Energy Engineering Environmental Science Health Professions Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Materials Science & Nanotechnology Mathematics Medicine & Pharmacology Nursing Public Health Social Sciences Other

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Optimalisasi Kinerja Karyawan melalui Beban Kerja, Kompensasi, dan Keselamatan Kerja pada Industri Inspeksi Teknik Listrik Eddi Supriadi; Sri Rochani Mulyani; Sumeidi Kadarisman
Journal of Economics and Management Scienties Volume 8 No. 2, March 2026
Publisher : SAFE-Network

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37034/jems.v8i2.341

Abstract

Penelitian ini mengkaji optimalisasi kinerja karyawan melalui pengelolaan beban kerja, kompensasi, serta keselamatan dan kesehatan kerja (K3) pada industri inspeksi teknik listrik, khususnya di Lembaga Inspeksi Teknik Tenaga Listrik (LIT) Wilayah Jawa Barat. Pendekatan kuantitatif digunakan dengan melibatkan 76 karyawan sebagai sampel penelitian yang ditentukan menggunakan rumus Slovin. Data dikumpulkan melalui kuesioner berskala Likert dan dianalisis menggunakan perangkat lunak SPSS dengan metode uji t, uji F, serta analisis koefisien determinasi. Hasil penelitian menunjukkan bahwa secara parsial kompensasi karyawan dan K3 berpengaruh signifikan terhadap kinerja karyawan, mengindikasikan bahwa keadilan penghargaan dan jaminan keselamatan kerja menjadi fondasi penting dalam meningkatkan produktivitas. Sebaliknya, beban kerja tidak menunjukkan pengaruh signifikan, yang mencerminkan bahwa beban kerja yang ada masih berada dalam batas toleransi operasional. Secara simultan, ketiga variabel independen terbukti berpengaruh signifikan terhadap kinerja karyawan, menegaskan kelayakan model penelitian. Temuan ini diperkuat oleh analisis deskriptif yang menunjukkan persepsi responden berada pada kategori baik, menandakan bahwa kondisi kerja di industri inspeksi teknik listrik telah dikelola secara relatif optimal.
The Effect of Authentic Leadership and Job Insecurity on Turnover Intention: : A Quantitative Study of Indonesian Public Service Organizations Novina Sabila Zahra; Afzal Sayed Munna; Abdul Kadir; Denok Sunarsi; Sri Rochani Mulyani; Aryanti Ratnawati; Julizar Idris; Duratul Ain Tholibon
International Journal of Educational Administration, Management, and Leadership Volume 3, Number 2, November 2022
Publisher : Har Press Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.51629/ijeamal.v3i2.97

Abstract

This research aimed to determine the effect of authentic leadership and job insecurity on turnover intention. Turnover intention still becomes one of the issues in public service organisations. Despite the fact that Indonesian employees in public organizations are more stable than their business counterparts, many employees develop the intention to quit their job as public service providers. This study recruited 231 employees from public organisations in Indonesia (hospitals, schools, et cetera.), with 87 males (38%) and 144 females (62%). The participants' average age is 32.39 (SD = 13.37), they have 10 years of service (SD = 10.52), and the most recent education is a diploma and/or bachelor's degree (64%). Hierarchical multiple regression was used to analyse the data. The findings revealed that job insecurity affected turnover intention, while authentic leadership had no effect. According to the study's findings, employees of public organisations who feel comfortable at work are likelier to stay and have a low desire to quit. Therefore, public organisations must pay attention to factors that may lead to job insecurity for employees to survive.
Pengaruh Masa Kerja, Disiplin Kerja dan Motivasi Kerja terhadap Kepuasan Kerja serta Implikasinya pada Kinerja Pegawai : Studi Survey di Klinik Pratama Garcia Medika di Kabupaten Bandung Barat Novi Elvrina; Sri Rochani Mulyani; Farida Yuliaty; Vip Paramarta; Kosasih Kosasih
AKADEMIK: Jurnal Mahasiswa Ekonomi & Bisnis Vol. 6 No. 2 (2026): AKADEMIK: Jurnal Mahasiswa Ekonomi & Bisnis
Publisher : Perhimpunan Sarjana Ekonomi dan Bisnis

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37481/jmeb.v6i2.1990

Abstract

This study addresses the issue of varying levels of employee performance and job satisfaction in healthcare service settings, particularly in small-scale clinics. The main objective of this research is to examine the effect of tenure, work discipline, and work motivation on job satisfaction and their implications for employee performance at Klinik Pratama Garcia Medika, West Bandung Regency. A quantitative approach was applied using descriptive and verificative methods. Data were collected through questionnaires distributed to clinic employees and analyzed using path analysis to identify both direct and indirect relationships among variables. The results show that tenure, work discipline, and work motivation each have a positive and significant effect on job satisfaction. Simultaneously, these variables also significantly influence job satisfaction. Furthermore, job satisfaction has a strong positive effect on employee performance. The analysis also indicates that job satisfaction partially mediates the relationship between tenure, discipline, and motivation with employee performance, where indirect effects are greater than direct effects in several relationships. These findings highlight the importance of improving internal factors such as discipline and motivation, alongside managing employee experience, in order to enhance job satisfaction and ultimately improve performance.
THE INFLUENCE OF WORK DISCIPLINE AND WORK LOYALTY ON EMPLOYEE PERFORMANCE AT THE BATUJAJAR DISTRICT OFFICE Reni Anggraeni; Sumeidi Kadarisman; Sri Rochani Mulyani
Multifinance Vol. 3 No. 3 (2026): Multifinance
Publisher : PT. Altin Riset Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61397/mfc.v3i3.517

Abstract

The Batujajar District Office, as a government institution, is expected to provide optimal public services. In achieving this, employee performance is the main determinant of organizational success. However, challenges related to work discipline and employee loyalty remain obstacles in achieving maximum performance. This study was conducted at the Batujajar District Office with the aim of determining the Effect of Work Discipline and Work Loyalty on Employee Performance, both partially and simultaneously. This study used a descriptive verification method with a quantitative approach. The results of the study indicated that work discipline and work loyaltu have a pesitive influence on employee performance. Of the two, work loyalty has a more dominant influence, at 58%, compared to work discipline, which contributed 21%. The coefficient of determination (R2) of 0,790 indicates that these two variables collectively contribute 79% to employee performance, while the remaining 21% is due to other factors not examined in this study. Based on these findings, improved employee performance can be achieved through continuous strengthening of work loyalty.
BOARD OVERSIGHT OF CYBER AND OPERATIONAL RESILIENCE: A DECISION-USEFUL ASSURANCE FRAMEWORK Sri Ermeila; Sri Rochani Mulyani
Journal of Jabar Economic Society Networking Forum Vol. 2 No. 12 (2025): Jesocin : December
Publisher : Organisasi Kreatif Indonesia Emas

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Abstract

Background: Organizations increasingly depend on board oversight, yet visible activity does not by itself demonstrate reliable capability or sustainable value. Fragmented responsibilities, weak evidence, and locally optimized metrics can cause decisions about cyber to create unmanaged exposure elsewhere. Aim: This article develops a governance framework that connects board oversight, cyber, and operational resilience through five mutually reinforcing capabilities: data integrity, model and technology controls, human judgment, accountability, and continuous monitoring. Method: The paper uses an integrative conceptual review. Established management research, professional standards, and institutional guidance are synthesized through construct clarification, mechanism mapping, risk-control analysis, and proposition development. It does not report respondents, sample statistics, or causal estimates. Results: The synthesis indicates that performance becomes more resilient when decision rights, data definitions, controls, escalation paths, and learning routines are designed as one management system. The proposed model links each capability to observable evidence and balanced indicators. Contribution: The article offers an auditable implementation sequence and propositions that can be tested in later empirical research.
PUBLIC-SECTOR DATA GOVERNANCE AND DECISION QUALITY: A FRAMEWORK FOR ACCOUNTABLE DIGITAL ADMINISTRATION Sri Rochani Mulyani; Maya Ariyanti
Journal of Jabar Economic Society Networking Forum Vol. 3 No. 4 (2026): Jesocin : April
Publisher : Organisasi Kreatif Indonesia Emas

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

Abstract

Background: Organizations increasingly depend on public-sector data governance, yet visible activity does not by itself demonstrate reliable capability or sustainable value. Fragmented responsibilities, weak evidence, and locally optimized metrics can cause decisions about decision quality to create unmanaged exposure elsewhere. Aim: This article develops a governance framework that connects public-sector data governance, decision quality, and human judgment through five mutually reinforcing capabilities: data integrity, model and technology controls, human judgment, accountability, and continuous monitoring. Method: The paper uses an integrative conceptual review. Established management research, professional standards, and institutional guidance are synthesized through construct clarification, mechanism mapping, risk-control analysis, and proposition development. It does not report respondents, sample statistics, or causal estimates. Results: The synthesis indicates that performance becomes more resilient when decision rights, data definitions, controls, escalation paths, and learning routines are designed as one management system. The proposed model links each capability to observable evidence and balanced indicators. Contribution: The article offers an auditable implementation sequence and propositions that can be tested in later empirical research.
EMPLOYEE WELL-BEING AND SUSTAINABLE PRODUCTIVITY: A HUMAN-CAPITAL GOVERNANCE MODEL Sri Rochani Mulyani; Nurhaeni Sikki
Journal of Jabar Economic Society Networking Forum Vol. 3 No. 7 (2026): Jesocin : July
Publisher : Organisasi Kreatif Indonesia Emas

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

Abstract

Background: Organizations increasingly depend on employee well-being, yet visible activity does not by itself demonstrate reliable capability or sustainable value. Fragmented responsibilities, weak evidence, and locally optimized metrics can cause decisions about sustainable productivity to create unmanaged exposure elsewhere. Aim: This article develops a governance framework that connects employee well-being, sustainable productivity, and role clarity through five mutually reinforcing capabilities: inclusive participation, capability development, role clarity, fair accountability, and institutional learning. Method: The paper uses an integrative conceptual review. Established management research, professional standards, and institutional guidance are synthesized through construct clarification, mechanism mapping, risk-control analysis, and proposition development. It does not report respondents, sample statistics, or causal estimates. Results: The synthesis indicates that performance becomes more resilient when decision rights, data definitions, controls, escalation paths, and learning routines are designed as one management system. The proposed model links each capability to observable evidence and balanced indicators. Contribution: The article offers an auditable implementation sequence and propositions that can be tested in later empirical research.
Co-Authors Abdul Kadir Afzal Sayed Munna Ahmad Yanwar Nugroho Alif Patul Ulumi Andityo Wahyu Juniarsyah Aryanti Ratnawati Asep Effendi Asep Jamaludin Astrodita Adya Seta Ayu Laili Rahmiyati Chevie Wirawan Denok Sunarsi Dety Mulyanti Didin Saepudin Djogo, Ony Duratul Ain Tholibon Eddi Supriadi Endang Maryam Zamilah El Hakim Erika Nurmartiani Erlik Erlik Ermeila, Sri Farida Yuliati Farida Yuliati Farida Yuliati Farida Yuliaty Farida Yuliaty Farida Yuliaty Feni Oktafiani Firman Perkasa Yudha Fitriana Fitriana Husnah Latifah Iskandar Ahmaddien Julizar Idris Kosasih Maya Ariyanti Muhammad Abdul Muntholib Novi Elvrina Novina Sabila Zahra Nurhaeni Sikki Raden Ricky Agusiady T.S. Reni Anggraeni Ricky Agusiady Rukhiyat Syahidin Rulia Rulia Rulia Sim Sayuti Sity Rochanah Sumeidi Kadarisman Sumeidi Kadarisman Sumeidi Kadarisman Sumeidi Kadarisman Sumeidi Kadasrisman Taufik Zulfikar Taufik Zulfikar Vip Paramarta Widjajanti Utomo Widjajanti Utoyo Yudi Siswadi