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All Journal NUSANTARA : Jurnal Ilmu Pengetahuan Sosial International Journal of Economics Development Research (IJEDR) Abdi Kami : Jurnal Pengabdian Kepada Masyarakat Aliansi : Jurnal Manajemen dan Bisnis INVEST : Jurnal Inovasi Bisnis dan Akuntansi Inspirasi Ekonomi : Jurnal Ekonomi Manajemen Jurnal Pengabdian kepada Masyarakat Jurnal Manajemen dan Perbankan (JUMPA) Annals of Human Resource Management Research Jurnal Manajemen Bisnis dan Organisasi Return : Study of Management, Economic and Bussines PERMANA : Jurnal Perpajakan, Manajemen, dan Akuntansi Media Abdimas Equilibrium Point : Jurnal Manajemen Bisnis JIPITI: Jurnal Pengabdian kepada Masyarakat Mandalika Journal of Community Services International Journal of Economics Studies Jurnal Ekonomi, Manajemen, Akuntansi ABDI KAMI: Jurnal Pengabdian Kepada Masyarakat
Jati, prihatina
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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.  
PELATIHAN PEMASARAN PENGRAJIN KAIN UNTUK MENINGKATKAN OMZET USAHA Ratnawita, Ratnawita; Elizabeth, Elizabeth; Anggita Permata Yakup; Rulyenzi Rasyid; Prihatina Jati
J-ABDI: Jurnal Pengabdian kepada Masyarakat Vol. 4 No. 12: Mei 2025
Publisher : Bajang Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53625/jabdi.v4i12.10241

Abstract

Tujuan dari pengabdian kepada masyarakat ini untuk membuat pelatihan dalam meningkatkan pengetahuan dan implementasi pemasaran pengrajin kain untuk meningkatkan omzet usaha di Indonesia. Metode pelatihan yang digunakan dalam pengabdian kepada masyarakat ini bersifat partisipatif, di mana pengrajin kain tidak hanya menjadi objek pengamatan, tetapi juga mitra dalam upaya meningkatkan pemahaman dan kemampuan meningkatkan omzet usaha. Pelatihan pemasaran pengrajin kain untuk meningkatkan omzet usaha sangat penting untuk dilakukan dan dalam masa depan dapat meningkatkan daya saing dan keuntungan usaha. Pelatihan ini mencakup berbagai latihan pemahaman mengenai pemasaran digital dan pengembangan produk.
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
Pengaruh Motivasi Kerja dan Program Pengembangan Karir Terhadap Kinerja Karyawan Pada Kantor Pusat PT. Sams Sejahtera Propertindo di Bekasi Nafi Ma’ruf Wal Haq; Prihatina Jati; Rosalia Irawati
EKOMA : Jurnal Ekonomi, Manajemen, Akuntansi Vol. 5 No. 1: November 2025
Publisher : CV. Ulil Albab Corp

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56799/ekoma.v5i1.11631

Abstract

Penelitian ini bertujuan menganalisis pengaruh motivasi kerja dan program pengembangan karir terhadap kinerja karyawan pada Kantor Pusat PT. Sams Sejahtera Propertindo di Bekasi. Dengan menggunakan metode kuantitatif melalui survei terhadap 50 karyawan tetap dan analisis PLS-SEM menggunakan SmartPLS 4, penelitian ini menemukan bahwa motivasi kerja berpengaruh positif namun tidak signifikan terhadap kinerja (koefisien 0.120; T-statistik 0.520; P-value 0.603), sedangkan program pengembangan karir berpengaruh signifikan positif (koefisien 0.861; T-statistik 4.028; P-value 0.000). Secara simultan, kedua variabel menjelaskan 63% variasi kinerja karyawan, sedangkan sisanya dipengaruhi faktor lain di luar model. Hasil ini menunjukkan bahwa pengembangan karir merupakan faktor dominan dalam meningkatkan kinerja dibandingkan motivasi kerja. Oleh karena itu, perusahaan perlu memperkuat kebijakan pengembangan karir yang terstruktur dan berkelanjutan serta mengoptimalkan strategi motivasi kerja agar memberikan dampak nyata pada peningkatan produktivitas karyawan.
PENGARUH LINGKUNGAN KERJA, MOTIVASI, DAN DISIPLIN KERJA TERHADAP EFEKTIVITAS KARYAWAN DI INDUSTRI TEKSTIL TANGERANG Firdaus, Ahmad; Jati, Prihatina; Milisani, Meirna; Jusdienar, Akka Latifah
Aliansi : Jurnal Manajemen dan Bisnis Vol 19, No 1 (2024): ALIANSI : Jurnal Manajemen dan Bisnis
Publisher : Sekolah Tinggi Manajemen IMMI Jakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.46975/aliansi.v19i1.561

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh lingkungan kerja, motivasi kerja, dan disiplin kerja terhadap kinerja karyawan di Industri Tekstil di Tangerang. Pendekatan kuantitatif digunakan dalam penelitian ini, dengan data dikumpulkan melalui survei yang melibatkan 100 karyawan sebagai responden. Metode analisis yang digunakan meliputi regresi linier berganda untuk menguji hubungan antara variabel independen (lingkungan kerja, motivasi kerja, dan disiplin kerja) dengan variabel dependen (kinerja karyawan). Hasil penelitian menunjukkan bahwa lingkungan kerja memiliki pengaruh signifikan dan positif terhadap kinerja karyawan, dengan koefisien regresi sebesar 0,35. Motivasi kerja juga ditemukan berpengaruh signifikan dan positif dengan koefisien regresi 0,40. Selain itu, disiplin kerja memiliki pengaruh signifikan dan positif terhadap kinerja karyawan, dengan koefisien regresi 0,30. Kesimpulan dari penelitian ini adalah bahwa ketiga variabel independen tersebut berperan penting dalam meningkatkan kinerja karyawan di di Industri Tekstil di Tangerang. Implikasi praktis dari temuan ini menunjukkan bahwa perusahaan harus memperbaiki lingkungan kerja, meningkatkan program motivasi, dan memperkuat disiplin kerja untuk mencapai kinerja karyawan yang lebih baik. Rekomendasi untuk penelitian selanjutnya adalah melakukan studi dengan sampel yang lebih besar dan memperluas lingkup variabel yang diteliti untuk memperoleh pemahaman yang lebih komprehensif mengenai faktor-faktor yang mempengaruhi kinerja karyawan. Temuan ini diharapkan dapat memberikan kontribusi positif bagi pengembangan teori manajemen sumber daya manusia dan praktik pengelolaan karyawan di industri. Kata Kunci Lingkungan Kerja, Motivasi Kerja, Disiplin Kerja dan Kinerja Karyawan
KUALITAS PELAYANAN TRANSPORTASI MODA RAYA TERPADU (MRT) JAKARTA Selfiana, Selfiana; Jati, Prihatina; Kurniawan, Sandy Ricky
Aliansi : Jurnal Manajemen dan Bisnis Vol 18, No 2 (2023): ALIANSI : Jurnal Manajemen dan Bisnis
Publisher : Sekolah Tinggi Manajemen IMMI Jakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.46975/aliansi.v18i2.524

Abstract

Tujuan penelitian ini adalah untuk mengetahui kualitas pelayanan Mass Rapid Transit (MRT) Jakarta. Penelitian dilakukan menggunakan metode deskriptif kuantitatif dan menggunakan metode angket untuk mendapatkan data mengenai kualitas pelayanan dengan mengukur indikator tangibles (bukti fisik), reliability (keandalan), responsiveness (kecepatan merespon), assurance (kepercayaan) dan empathy (empati). Hasil penelitian menunjukkan bahwa rata-rata kualitas tangibles (bukti fisik) pelayanan MRT adalah 85% (tinggi), responsiveness (kecepatan merespon) layanan MRT adalah 89% (tinggi), tingkat reliability (keandalan) pelayanan MRT adalah 84% (tinggi), assurance (kepercayaan) adalah 61% dan empathy empati adalah 94% (tinggi). Secara keseluruhan rata-rata kualitas tingkat layanan MRT adalah 83% (tinggi). Untuk dapat memperoleh tingkat layanan yang lebih berkualitas maka PT MRT disarankan untuk memperbaiki dimensi assurance (kepercayaan) khususnya indikator jaminan keselamatan dengan menyediakan informasi yang lebih masif seputar fasilitas evakuasi darurat di stasiun MRT Jakarta.
Co-Authors Ahmad Firdaus Ahmad Firdaus Ahmad Firdaus Ahmad Firdaus Ahmad Firdaus, Ahmad Alaydrus, Aqqil Sual Aleni Purnamasari Anggita Permata Yakup Arfah Putria Azhari, Munir Budi Safari Budiraharjo, Joko Devi, Nurwulan Kusuma Dewi Listiorini Dewi Listiorini Dewi, Mirna Elizabeth Yohanes Fahmi Kamal Fajri, Muhammad Iqbal Hadi Purnomo Harries Madiistriyatno Harries Madiistriyatno, Harries Haspul Naser Hasudungan, Eddy Hermawan INDRI ASTUTI Indri Astuti Indri Astuti Indri Astuti Indri Astuti Indri Astuti Joko Budiraharjo Jusdienar, Akka Latifah Kartasasmita, Hendra Hafiz Kespandiar, Tengku Kurniawan, Sandy Ricky Maharani Putri Nurazizah Meirna Milisani Meirna Milisani Meirna Milisani Merphino Soelaksmono Milisani, Meirna Munawir Munawir Munir Azhari Nafi Ma’ruf Wal Haq Nafi Ma’ruf Wal Haq Naomi Chandradewi Manangka Nengsih, Widya Nugroho Setyo Utomo Nursamsi Latif Pratikno, Yuni Purnama, Andhini Qasas, Arman Al Rasyid, Rulyenzi Ratnawita Ratnawita Ratnawita Ratnawita Ratnawita Ratnawita Rosalia Irawati Rosalia Irawati Rulyenzi Rasyid Sarirati, Putri Selfiana, Selfiana Shinta Eria Revina Soemardana, Soemardana Soraya, Fatimah Sri Wahyuningsih Widya Nengsih Witler Slamat Halomoan S Wiwit Damayanti Yudiandri, Tri Eko Zaharuddin Zaharuddin Zulkifli Rangkuti