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All Journal International Journal of Economics Development Research (IJEDR) Abdi Kami : Jurnal Pengabdian Kepada Masyarakat Aliansi : Jurnal Manajemen dan Bisnis Inspirasi Ekonomi : Jurnal Ekonomi Manajemen Return : Study of Management, Economic and Bussines Mandalika Journal of Community Services International Journal of Economics Studies
Jati, prihatina
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Religion Agriculture, Biological Sciences & Forestry Humanities Computer Science & IT Economics, Econometrics & Finance Education Environmental Science Languange, Linguistic, Communication & Media Library & Information Science Social Sciences Other

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PEMANFAATAN STYROFOAM SEBAGAI PELUANG USAHA UNTUK MENINGKATKAN PENDAPATAN WARGA KELURAHAN KEBAGUSAN JAKARTA SELATAN Azhari, Munir; Jati, Prihatina; Astuti, Indri
ABDI KAMI: Jurnal Pengabdian Kepada Masyarakat Vol 6 No 2 (2023): (Oktober 2023)
Publisher : LPPM Institut Agama Islam (IAI) Ibrahimy Genteng Banyuwangi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.69552/abdi_kami.v6i2.2160

Abstract

Styrofoam waste is a type of waste that is hazardous for human health and environmental damage causes. The main of problem to community people objects is waste, because traders and residents still use Styrofoam packaging for food. The aim of this research is to raise health awareness and love for the environment by reducing the use of Styrofoam and to improve the economy of occupant. Activity is begin after obtaining permission from the Kebagusan sub-district as an object. The activity is carried out through counseling and training related to Styrofoam products. Counseling provides information regarding the negative impacts on health and the environment due to Styrofoam. Participants give acquire to make various kinds of handicraft products from Styrofoam and then learn to market through social media to improve family's income. Implementation process of community service is successfully through counseling and training so that the Participant realize related Styrofoam negative impact on health and the environment. Beside, able to make various kinds of handicraft products from Styrofoam.
The Influence of Work Culture and Motivation on Employee Performance in the Logistics Affairs of the Police Headquarters Planning and Service Administration Sub-Division Budiraharjo, Joko; Madiistriyatno, Harries; Soraya, Fatimah; Jati, Prihatina
International Journal of Economics Studies Vol. 2 No. 1 (2025): International Journal of Economics Studies
Publisher : Raudhah Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59613/rqv0xx64

Abstract

Employee Performance Improvement. 2) To find out and analyze the influence of motivation on improving employee performance. 3) To find out and analyze the Influence of Work Culture and Motivation on Employee Performance in Logistics Affairs, Sub-Section Planning and Administration of Police Headquarters Services. This research approach is quantitative, descriptive and associative. In this study the authors narrowed the population, namely the number of employees of the Logistics Affairs Sub-Division of Planning and Administration of the Police Headquarters Service of 100 employees. The results of this study indicate that: 1) the t-value for the Work Culture variable (X1) is 3.950 while the t-table value for N = 31 is 2.039. So 3.950 > 2.039, then H0 is rejected and Ha is accepted, it can be stated that Work Culture (X1) has a significant effect on Employee Performance (Y). 2) the tcount value for the Motivation variable (X2) is 2,986, while the ttable value for N = 31 is 2,039. So 2,986> 2,039, then H0 is rejected and Ha is accepted, it can be concluded that the motivation variable (X2) partially affects employee performance (Y). 3) ANOVA obtained Fcount value of 14.111 Medium Ftable ( 0.05) for N = 31 of 2.91. So Fcount > from Ftable ( 0.05) or 14.111 > 2.91 with a significant level of 0.000 because 0.000 <0.05, it can be said that Work Culture (X1) and Motivation (X2) together have a positive effect on Employee Performance (Y). Adjusted R Square (R2) value is 0.466. This shows that 46.6% of Work Culture (X1) and Motivation (X2) simultaneously affect Employee Performance (Y) while the remaining 53.4% is influenced by other factors not examined in this study.
The Impact of Digital Marketing and Celebrity Endorsements on Consumer Purchase Intentions in the Modern Business Landscape Fajri, Muhammad Iqbal; Yudiandri, Tri Eko; Ratnawita, Ratnawita; Rasyid, Rulyenzi; Jati, Prihatina
International Journal of Economics Development Research (IJEDR) Vol. 6 No. 2 (2025): International Journal of Economics Development Research (IJEDR)
Publisher : Yayasan Riset dan Pengembangan Intelektual

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37385/ijedr.v6i2.7394

Abstract

The purpose of this research is to test the impact of digital marketing and celebrity endorsers on consumer purchasing interest in Wardah Brand Products. This research uses a quantitative method with regression analysis. The sampling technique in this research is using purposive sampling and the number of samples in this research is 110 respondents. The data were analyzed using Multiple linear regression analysis with the help of IBM SPSS 25. The results of this research show that digital marketing and celebrity endorsers have a positive and significant effect on consumer purchasing interest in Wardah Brand Products. The results of this study can be used as a reference for further researchers who will study similar problems.  
THE INFLUENCE OF WORK-LIFE BALANCE ON TURNOVER INTENTION MEDIATED BY JOB SATISFACTION OF EMPLOYEES AT PT. PERMODALAN NASIONAL MADANI IN PEKANBARU BRANCH Purnama, Andhini; Pratikno, Yuni; Jati, Prihatina
Inspirasi Ekonomi : Jurnal Ekonomi Manajemen Vol. 7 No. 1 (2025): Inspirasi Ekonomi : Jurnal Ekonomi Manajemen
Publisher : Program Studi Manajemen, Fakultas Ekonomi dan Bisnis, Universitas Timor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32938/ie.v7i1.9357

Abstract

This study aims to analyze the effect of Work-life Balance on Turnover Intention with Job Satisfaction as a mediating variable among employees of PT Permodalan Nasional Madani (PNM) Pekanbaru Branch. The research method employed regression and path analysis using SPSS version 29. The results indicate that Work-life Balance has a negative and significant effect on Turnover Intention (-0.805; p < 0.05) and a positive and significant effect on Job Satisfaction (0.454; p < 0.05). However, Job Satisfaction does not significantly affect Turnover Intention (0.079; p > 0.05). The indirect effect of Work-life Balance on Turnover Intention through Job Satisfaction is weak (0.063). The study concludes that Work-life Balance plays a crucial role in reducing employees' Turnover Intention, whereas Job Satisfaction is not a dominant factor in employees' decisions to leave the company.
THE EFFECT OF COMPENSATION AND WORK MOTIVATION ON EMPLOYEE PERFORMANCE AT PT. PERMODALAN NASIONAL MADANI MEKAAR CABANG JAKARTA Soemardana, Soemardana; Jati, Prihatina; Astuti, Indri
Inspirasi Ekonomi : Jurnal Ekonomi Manajemen Vol. 7 No. 1 (2025): Inspirasi Ekonomi : Jurnal Ekonomi Manajemen
Publisher : Program Studi Manajemen, Fakultas Ekonomi dan Bisnis, Universitas Timor

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

Abstract

The sampling technique used in this study was the saturated sample technique. then a sample of 100 Employees of PNM Mekar, Jakarta Branch was taken as respondents in this study. There is an effect of Compensation on Employee Performance, as evidenced by the t-count value for the Compensation variable (X1) of 7.003 while the t-table value for N = 100 was 1.983. So 7.003 > 1.983, then H0 is rejected and Ha is accepted, it can be stated that Compensation (X1) has a significant effect on Employee Work Performance (Y). There is an influence of Work Motivation on Employee Work Performance, proven by the t-value for the Work Motivation variable (X2) of 3.788, while the t-table value for N = 100 is 1.983. So 3.788 > 1.983, then H0 is rejected and Ha is accepted, it can be concluded that partially the Work Motivation variable (X2) has an effect on Employee Work Performance (Y). There is an influence of Compensation and Work Motivation together on Employee Work Performance, proven by the results of the ANOVA test obtained an F-value of 51.675 While F-table (a 0.05) for N = 100 is 2.70. So Fcount > from Ftable (a 0.05) or 51.675 > 2.70 with a significant level of 0.000 because 0.000 < 0.05, then it can be said that Compensation (X1) and Work Motivation (X2) together have a positive effect on Employee Work Performance (Y). Adjusted R Square (R2) is 0.516. This shows that 51.6% of Compensation (X1) and Work Motivation (X2) simultaneously have an effect on Employee Work Performance (Y) while the remaining 47.4% is influenced by other factors not examined in this study.
THE INFLUENCE OF COMPETENCE AND WORK ETHIC ON EMPLOYEE PERFORMANCE AT PT. PERMODALAN NASIONAL MADANI MEKAR BRANCH PADANG Dewi, Mirna; Pratikno, Yuni; Jati, Prihatina
Inspirasi Ekonomi : Jurnal Ekonomi Manajemen Vol. 7 No. 2 (2025): Inspirasi Ekonomi : Jurnal Ekonomi Manajemen
Publisher : Program Studi Manajemen, Fakultas Ekonomi dan Bisnis, Universitas Timor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32938/ie.v7i2.9758

Abstract

Population in this study is PNM Mekar Pekanbaru Branch employees totaling 100 people, The number of samples taken is 71 employees of PT. Madani Mekaar National Capital, Padang Branch as a respondent in this study. the calculated t value for Competence (X1) is 4.858 while the t table value for n = 71 is 1.950. So 4.858 > 1.950, then H0 is rejected and Ha is accepted, it can be stated that Competence (X1) has a significant effect on Employee Performance (Y), the calculated t value for Work Spirit (X2) is 9.758 while the t table value for n = 71 is 1.950. So 9.758 > 1.950, then H0 is rejected and Ha is accepted, it can be stated that Work Spirit (X2) has a significant effect on Employee Performance (Y), From the results of the analysis in the table above, namely the ANOVA test, the F calculated value is 97.976, while F table ( 0.05) for n = 71 is 3.312. So Fcount > from Ftable ( 0.05) or 97.976 > 3.312 with a significant level of 0.000 because 0.000 < 0.05, then it can be said that Competence (X1) and Work Spirit (X2) together have a positive effect on Employee Performance (Y). The R Square (R2) value is 0.742. This shows that 74.2% of Competence (X1) and Work Spirit simultaneously affect Employee Performance (Y) while the remaining 25.8% is influenced by other factors not examined in the study.
THE INFLUENCE OF COMPENSATION AND SOCIAL SECURITY ON EMPLOYEE WORK MOTIVATION AT PT. PERMODALAN NASIONAL MADANI LAMPUNG BRANCH Qasas, Arman Al; Pratikno, Yuni; Jati, Prihatina
Inspirasi Ekonomi : Jurnal Ekonomi Manajemen Vol. 7 No. 2 (2025): Inspirasi Ekonomi : Jurnal Ekonomi Manajemen
Publisher : Program Studi Manajemen, Fakultas Ekonomi dan Bisnis, Universitas Timor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32938/ie.v7i2.9948

Abstract

Using a simple random sampling technique, a sample of 40 PT employees was taken. Lampung Branch Civil National Capital The tcount value of the compensation variable (X1) is 4,067 while the ttable value for n = 40 is 2,021. So 4,067 > 2,021, then H0 is rejected and Ha is accepted, it is stated that compensation (X1) has an effect on work motivation (Y). Compensation has a significant influence on employee work motivation. The tcount value for the Social Security variable (X2) is 4.067, while the ttable value for n = 40 is 2.021. So 4,067 > 2,021, then H0 is rejected and Ha is accepted, it is stated that compensation (X1) has a positive effect on work motivation (Y). From the results of the analysis in the table above, namely the ANOVA test, the Fcount value was 42,098, while the Ftable ( 0.05) for n = 40 was 2.84. So Fcount > from Ftable ( 0.05) or 42,098 > 2.84 with a significance level of 0.000 or 0.000 < 0.05, then it can be said that compensation (X1) and social security (X2) are jointly related to work motivation (Y). Based on the table above, a relationship test was carried out for the three variables, and based on the Model Summary table, an R value of 0.695 was produced. This shows that 69.5% of compensation (X1) and social security (X2) are simultaneously related to work motivation (Y) while the remaining 30.5% is related to other factors not examined in this research. Taken together, compensation and social security have a significant influence on work motivation. The combination of the two creates a work environment that supports the basic needs and appreciation of employees.
THE EFFECT OF ORGANIZATIONAL CLIMATE AND EMPOWERMENT ON EMPLOYEE COMMITMENT AT THE HEAD OFFICE OF THE DIRECTORATE GENERAL OF CUSTOMS AND EXCISE Kartasasmita, Hendra Hafiz; Rangkuti, Zulkifli; Jati, Prihatina
Inspirasi Ekonomi : Jurnal Ekonomi Manajemen Vol. 7 No. 2 (2025): Inspirasi Ekonomi : Jurnal Ekonomi Manajemen
Publisher : Program Studi Manajemen, Fakultas Ekonomi dan Bisnis, Universitas Timor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32938/ie.v7i2.9960

Abstract

This research has a quantitative approach, descriptive and associative type. In this research, the author narrowed the population, namely the number of civil servant employees at the Ministry of Trade Office to 447 employees by calculating the sample size using the Slovin technique, so the number of samples studied was 82 respondents, namely civil servants at the Head Office of the Directorate General of Customs and Excise. The results of this research show that: 1) There is an influence of Organizational Climate on Employee Commitment, as evidenced by the tcount value for the Organizational Climate variable (X1) of 6,171 while the ttable value for n = 82 is 1,989. So 6,171 > 1,989, then H0 is rejected and Ha is accepted, it can be stated that Organizational Climate (X1) has a significant effect on Employee Commitment (Y). 2) There is an influence of Empowerment on Employee Commitment, as proven by the tcount value for the Empowerment variable (X2) of 6,376, while the ttable value for n = 82 is 1,989. So 6,376 > 1,989, then H0 is rejected and Ha is accepted, it can be concluded that partially the Empowerment variable (X2) has an effect on Employee Commitment (Y). 3) There is an influence of Organizational Climate and Empowerment together on Employee Commitment. It is proven from the ANOVA test that the Fcount value is 70.213, while the Ftable (a 0.05) for n = 82 is 2.72. So Fcount > from Ftable (a 0.05) or 70.213 > 2.72 with a significant level of 0.000 because 0.000 < 0.05, then it can be said that Organizational Climate (X1) and Empowerment (X2) together or simultaneously have a positive effect on Employee Commitment (Y ), with an R Square value of 0.640. This shows that 64.0% of Organizational Climate (X1) and Empowerment (X2) together influence Employee Commitment (Y), while the remaining 36.0% is influenced by other factors not examined in this research
UMKM Kelurahan Cilodong-Depok Berperan Aktif Dalam Transformasi Masyarakat Menuju Kemandirian Yang Berkelanjutan Jati, Prihatina; Firdaus, Ahmad; Milisani, Meirna; Ratnawita, Ratnawita
Mandalika Journal of Community Services Vol. 2 No. 1 (2025): Mandalika Journal of Community Services (In Press)
Publisher : Penerbit Mandalika Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59613/mjcs.v2i1.160

Abstract

Tujuan dari penyuluhan atau pembekalan strategi pemasaran UMKM (Usaha Mikro Kecil Menengah) di Kelurahan Cilodong Depok adalah untuk memberikan pemahaman tentang bagaimana pemasaran UMKM bisa menghasilkan hasil yang maksimal, sehingga dapat meningkatkan taraf kehidupan yang lebih baik lagi. Masyarakat sekitar diharapkan mengetahui bahwa Wirausaha adalah orang yang menjalankan usaha atau perusahaan dengan kemungkinan untung atau rugi. Oleh karena itu wirausaha perlu memiliki kesiapan mental, baik untuk menghadapi keadaan merugi maupun untung besar. Sehingga diharapkan dengan adanya tambahan penyuluhan ini masyarakat yang berwirusahan lebih percaya diri, mempunyai banyak minat, bisa bersepakat, mempunyai ambisi, berjiwa penjelajah, suka memcoba sesuatu, dll. Melalui Kolaborasi Mahasiswa dan Dosen Universitas Mitra Bangsa, penyuluhan kepada masyarakat di Kelurahan Cilodong kedepan mereka bisa menjadi UMKM yan berperan aktif dalam transformasi masyarakat menuju kemandirian yang berkelanjutan.
Pengelolaan Sumber Daya Manusia (SDM) untuk UMKM di Desa Jambenenggang, Kabupaten Sukabumi Jati, Prihatina; Astuti, Indri; Madiistriyatno, Harries
Mandalika Journal of Community Services Vol. 2 No. 2 (2025): Mandalika Journal of Community Services (In-Press)
Publisher : Penerbit Mandalika Indonesia

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

Abstract

Usaha Mikro, Kecil, dan Menengah (UMKM) memiliki peran penting dalam menggerakkan perekonomian lokal, termasuk di Desa Jambenenggang, Kabupaten Sukabumi. Namun, salah satu kendala utama yang dihadapi UMKM adalah pengelolaan sumber daya manusia (SDM) yang belum optimal. Fakultas Manajemen dan Bisnis, Universitas Mitra Bangsa, melalui program Pengabdian kepada Masyarakat (PKM), berupaya memberikan solusi dalam pengelolaan SDM UMKM melalui pelatihan, peningkatan keterampilan, serta penerapan strategi digital. Penelitian ini menggunakan metode kualitatif dengan pendekatan deskriptif untuk menganalisis permasalahan dan merumuskan solusi berbasis teori manajemen SDM. Hasil penelitian menunjukkan bahwa optimalisasi SDM melalui pelatihan dan pemanfaatan teknologi dapat meningkatkan produktivitas dan daya saing UMKM di desa tersebut.
Co-Authors Ahmad Firdaus, Ahmad Azhari, Munir Budiraharjo, Joko Devi, Nurwulan Kusuma Dewi, Mirna Fajri, Muhammad Iqbal Hadi Purnomo Harries Madiistriyatno, Harries Indri Astuti Jusdienar, Akka Latifah Kartasasmita, Hendra Hafiz Kurniawan, Sandy Ricky Milisani, Meirna Pratikno, Yuni Purnama, Andhini Qasas, Arman Al Rasyid, Rulyenzi Ratnawita Ratnawita Safari, Budi Selfiana, Selfiana Soemardana, Soemardana Soraya, Fatimah Yudiandri, Tri Eko Zulkifli Rangkuti