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All Journal Jurnal Ekonomi Modernisasi Jurnal Ekonika : Jurnal Ekonomi Universitas Kadiri Jurnal Manajerial JIMEK : Jurnal Ilmiah Mahasiswa Ekonomi Kontribusia : Research Dissemination for Community Development Ekomaks : Jurnal Ilmu Ekonomi, Manajemen, dan Akuntansi DedikasiMU: Journal of Community Service Multidiciplinary Output Research for Actual and International Issue (Morfai Journal)
Mirza Dwinanda Ilmawan
Universitas Internasional Semen Indonesia
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 Electrical & Electronics Engineering 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 Public Health Social Sciences Other

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Journal : Jurnal Manajerial

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Faktor-Faktor yang Mempengaruhi Kinerja Karyawan Pada Universitas Internasional Semen Indonesia (UISI) Moh. Naufal Fanani; Mirza Dwinanda Ilmawan; Aditya Narendra Wardhana
Jurnal Manajerial Vol 7 No 01 (2020): Jurnal Manajerial
Publisher : Program Studi Manajemen Universitas Muhammadiyah Gresik

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30587/jurnalmanajerial.v7i01.1101

Abstract

Background/ Purpose - To find out what factors influence employee performance at Semen Indonesia International University (UISI). Design / Methodology / Approach - This research is quantitative research. The sample in this study were UISI employees and lecturers who had structural positions at UISI where only lecturers were not used as respondents. The sampling technique uses simple random sampling and obtained a sample of 79 respondents. The data analysis of this study used multiple linear regression analysis using the assistance of the IBM SPSS Statistics 23 program as if the statistical data. Results and Discussion - The results of this study found that instrument testing, classic assumption tests, t tests, coefficient of determination (R2) and multiple linear regression analysis on the compensation variable hypothesis, work environment, organizational culture, leadership, motivation and job satisfaction showed no significant influence on employee performance so the hypothesis is rejected. While the variable work discipline shows a significant effect on employee performance. Conclusion - Based on the results of the study prove that all hypotheses are acceptable (compensation, work environment, organizational culture, leadership, motivation and job satisfaction have no significant effect on employee performance. While work discipline variables have a significant effect on employee performance). Research Implications - It is expected that the results of this study can add insight related to improving employee performance to pay attention to aspects of work discipline.
Memahami Keputusan Meninggalkan Zona Nyaman Karyawan “X” BUMN Mirza Dwinanda Ilmawan; Feisal Ala'i
JURNAL MANAJERIAL Vol 8 No 02 (2021): Jurnal Manajerial
Publisher : Program Studi Manajemen Universitas Muhammadiyah Gresik

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30587/manajerial.v8i02.2078

Abstract

Background – Leadership and organizational culture is one of the keys for someone deciding to leave or maintain their work comfort zone. BUMN companies are taken in this case because of the social fact that these companies are able to provide adequate compensation and even tend to be abundant. However, whether these social facts are in line with the facts in the field will be the focus of this study to reveal these things that are juxtaposed with organizational culture and leadership in it. Purpose – This study aims to obtain an empirical picture in the field in order to find the justification for someone leaving the comfort zone of BUMN. Design / Methodology / Approach – This research uses explanatory principles by digging up information related to the decision to leave the comfort zone of BUMN, an interesting phenomenon in which BUMN employees are known to receive better compensation than other companies and have secured prestigious positions in the company but choose to leave. The selected subjects are BUMN executive employees who choose to leave their positions before entering retirement. Result and Discussion – The results of this study reveal an interesting fact where respect for company executives is a very important thing that must be given by the CEO/ President Director and if there is any neglect of this, the risk faced is the loss of potential employees. Other findings may be that further study is the best option to reduce work stress. Conclusion – Organizational culture factors that are too dynamic have a positive influence on leaving the comfort zone of work. Researh Limitations – This study uses a limited subject, therefore the picture described follows the limitations of the number of subjects taken.
Implementasi Organizational Culture Assessment Instrument (Ocai) Untuk Pemetaan Budaya Organisasi Pt. Semen Indonesia (Persero) Tbk Sebagai Rujukan Winning Culture Nur Elisa Faizaty; Reza Melynda Oktavia; Mirza Dwinanda Ilmawan
Jurnal Manajerial Vol 7 No 01 (2020): Jurnal Manajerial
Publisher : Program Studi Manajemen Universitas Muhammadiyah Gresik

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30587/jurnalmanajerial.v7i01.1047

Abstract

Background - Industrial revolution 4.0 make competition between countries will be more competitive. This competition was also felt by PT Semen Indonesia (Persero) Tbk, which is the market leader in the cement industry in Indonesia. Company that implement corporate culture very well, was reached hundred times growth that companies that don’t consider corporate culture s main concern. Aim – This study aims to mapping the organization culture through OCAI (Organizational Culture Assessment Intstrument. Design / methodology / approach - The sampling technique uses the proportionate stratified random sampling method which consists of 6 General Managers, 20 Senior Managers, 34 Head Section, 33 Head Teams and 13 Staffs. The instrument used in this study was the Organizational Culture Assessment Intstrument (OCAI), which maps organizational culture into four types of organizational culture through six-dimensional measurement, namely dominant characteristics, organizational leadership, employee management, organizational adhesives, and success criteria. Data collection techniques used are questionnaires. Finding - The results of the research show that the dominant culture now perceived is hierarchical culture, and the expected dominant culture is clan culture. The results of the validation from the expert stated that as a state-owned corporation that has a global go vision, the clan culture adopted by employees is irrelevant. Culture that is applied to be more suitable for going global is market culture as the main culture or common culture. Whereas the second culture or dominant sub-culture is a type of cultural hierarchy. Research implication - The existence of this mapping is expected to be an input to management, how management can create a more dominant competitive culture and unite employees with a culture that has been determined by management.
Memahami Mental Kerja Karyawan Melalui Analisa Worklife Balance Pada Turnover Intention Di Perrguruan Tinggi Swasta Di Bawah BUMN Gresik Rosa Rilantiana; Bima Y.P. Pradana; Mirza Dwinanda Ilmawan
Jurnal Manajerial Vol 9 No 02 (2022): Jurnal Manajerial
Publisher : Program Studi Manajemen Universitas Muhammadiyah Gresik

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30587/jurnalmanajerial.v9i02.3932

Abstract

Background – Mental health is influenced by events in life that leave a great impact on personality and a person, while mental health is related to Work-life Balance and stress management. Employees who fail to achieve Work-life Balance will have high levels of stress both at work and outside of work, which can have negative consequences, especially Turnover intention. Aim – analyze the direct effect of Work-life Balance on the Turnover intention of higher education employees under BUMN in Gresik and the indirect effect of Work-life Balance through work stress. Design / methodology / approach – Quantitative research using path analysis, with a sample of 89 employees of private universities under BUMN in Gresik. Result and discussion – Work-life Balance has a significant value of 0.008 <0.05 and t-count -2.695 > t-table -1.987, so that Work-life Balance has a direct negative effect on employee Turnover intention. Job stress has a significant value of 0.530 > 0.05 and t-count 0.631 < t-table 1.987, so it has no direct effect on Turnover intention. Work-life Balance which has a significant value of 0.05 <0.05 and t-count -1.989> t-table 1.987, so it has a direct negative effect on employee work stress. Finally, Work-life Balance has a significant value of 0.53 > 0.05 and t-count -0.231 < t-table 1.987, so it does not have an indirect effect on Turnover intention through the work stress variable as an employee mediation variable. Conclusion - According to the findings from this study, the Turnover rate is influenced by work life balance directly or by mediating work stress. Research implication – Universities need to improve or be able to better balance the personal lives of employees with their personal lives, because it is found that the employee Turnover rate will decrease if employees have a good and balanced Work-life Balance. Limitations – Research related to mental through work life balance, work stress in influencing Turnover intention is limited to employees of private universities under BUMN in Gresik.
Co-Authors Achmad Sudiro Aditya Narendra Wardhana Aditya Narendra Wardhana Aditya Narendra Wardhana Al Ichsan, Muhammad Rifky Alfian, Rangga Dio Angela Ayu Kusumaning Ratri Arif, Muhammad Misbakhul Astri Wening Perwitasari Bayu Alfiansyah Bayun, Alvino Khaira Bima Y.P. Pradana Feisal Ala'i Fitriani, Fatmala Gatot Kustyadji Khusniya Pratama Putri Lanal Abrori Himawan Lisa Risfana Sari M. Busyiri Yafi ma'rifa tul ulya Marisya Mahdia Khoirina Ma’rifatul Ulya Moh. Naufal Fanani Nindi Vaulia Puspita, Nindi Vaulia Noermijati, Noermijati Nur Elisa Faizaty Rafiqi, Akza Yusri Reza Melynda Oktavia Rio Renaldo Rosa Rilantiana Rosa Rilantiana Susanto, Sevril Andre Wulandari, Dwi Setia