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All Journal JURNAL EDUCATION AND DEVELOPMENT Jurnal Bina Bangsa Ekonomika Jurnal Ilmiah MEA (Manajemen, Ekonomi, dan Akuntansi) IIJSE
Wijanarko, Adrian Azhar
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THE INFLUENCE OF EMPLOYEE TRAINING, COMPENSATION AND EMPLOYEE CREATIVITY ON INNOVATIVE BEHAVIOR Maulana, Ramli; Wijanarko, Adrian Azhar
Jurnal Ilmiah Manajemen, Ekonomi, & Akuntansi (MEA) Vol 7 No 3 (2023): Edisi September - Desember 2023
Publisher : LPPM STIE Muhammadiah Bandung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31955/mea.v7i3.3545

Abstract

The existence of companies in the era of modernization really requires innovation to be able to compete. By using innovation, companies can provide better service to consumers and add value to the products they produce. PT. Jakarta Transportation has company values which encourage creativity summarized in the tagline "BISA". The respondents selected were 100 employees of PT Transportation Jakarta. There are 30 questions were distributed to respondents. The research results stated that training had no impact on innovative behavior. This is caused by inappropriate training methods. Apart from that, compensation and employee creativity have an impact on Transjakarta's innovative behavior
PENGARUH MOTIVASI DIRI TERHADAP MINAT BERWIRAUSAHA PADA MAHASISWA Desrizal, Muhammad Hafiz; Wijanarko, Adrian Azhar
Jurnal Bina Bangsa Ekonomika Vol. 18 No. 1 (2025): Jurnal Bina Bangsa Ekonomika (JBBE)
Publisher : LP2M Universitas Bina Bangsa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.46306/jbbe.v18i1.715

Abstract

This study aims to determine the influence of self-motivation on entrepreneurial interest in students. A quantitative descriptive methodology was used, utilizing purposive sampling with the criteria that the respondents involved in this study were students. This study involved a sample of 101 respondents. The analysis methods used are Descriptive Method and Multiple Regression Analysis with SPSS ver.26. Data collection was facilitated through the distribution of questionnaires in the form of Google Form Questionnaires distributed to respondents using a scale range of 1-5 with the criteria of strongly disagree, disagree, neutral, agree and strongly agree.  The results of the study were obtained that there was a significant influence between self-motivation and entrepreneurial interest. Furthermore, in order for the level of self-motivation of students to be interested in entrepreneurship is increasing, Paramadina University Jakarta needs to help its students to develop their hard skills and soft skills through  the career center at Paramadina University. So that students can grow their interest in entrepreneurship, especially among Generation Z
Compensation and Rewards on Job Satisfaction of Generation Z Employees in Bekasi Sudaryanto, Sudaryanto; Saepul, Epul; Wijanarko, Adrian Azhar
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 8 No 2 (2025): Sharia Economics
Publisher : Sharia Economics Department Universitas KH. Abdul Chalim, Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v8i2.6561

Abstract

The role of human resources is crucial in the operation of a company. Therefore, companies must enhance employee productivity by providing compensation and rewards for the work they have done. It is expected that if these two points are fulfilled, employee job satisfaction will be achieved. Conversely, if companies neglect these aspects, potential problems may arise within the organization. Our objective is to determine whether compensation and rewards have an impact on job satisfaction among Generation Z employees in Bekasi. This study employs a quantitative method with an explanatory approach. The explanatory approach is chosen to explain how job satisfaction programs can influence organizational sustainability. The data collection technique uses Probability Sampling. The data collection instrument is a questionnaire that serves as the source of primary data, involving 134 respondents in this study. The research data is analyzed using statistical techniques with linear regression to test the effect of variables. This study employs SPSS 29.0 as the statistical testing tool with a total of 20 questionnaire items. The results of this study indicate that the compensation variable (X1) has a direct effect of 0.276 or 27.6% on employee job satisfaction (Y). Meanwhile, the rewards variable (X2) has a direct effect of 0.481 or 48.1% on employee job satisfaction (Y), showing that rewards have a more dominant influence compared to compensation in affecting job satisfaction. The compensation variable (X1) with Sig. = 0.005 on employee job satisfaction (Y) is less than 0.05, which means that the influence of compensation on job satisfaction is statistically significant. Similarly, the rewards variable (X2) with Sig. < 0.001 on employee job satisfaction (Y) is also less than 0.05, indicating that the influence of rewards on job satisfaction is statistically significant. The conclusion from the above explanation is that both compensation (X1) and rewards (X2) have a significant impact on job satisfaction (Y). Rewards have a greater influence (48.1%) compared to compensation (27.6%). There is no multicollinearity issue between the independent variables, making the regression results valid.
ANALISIS PENGARUH BUDAYA ORGANISASI TERHADAP INOVASI ORGANISASI PADA KECAMATAN CIBITUNG Viantika, Meutia; Putri, Chantika Aleida; Wijanarko, Adrian Azhar
JURNAL EDUCATION AND DEVELOPMENT Vol 13 No 1 (2025): Vol 13 No 2 Mei 2025
Publisher : Institut Pendidikan Tapanuli Selatan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37081/ed.v13i1.6977

Abstract

Analisis pengaruh budaya organisasi terhadap inovasi organisasi pada kecamatan cibitung memiliki perbedaan dengan Perusahaan. Pemerintah daerah diberikan kesempatan untuk meningkatkan pelayanan publik. Namun, di Kecamatan Cibitung terdapat tantangan dalam menerapkan inovasi yang disebabkan oleh budaya organisasi. Pendekatan yang digunakan dengan metode kuantitatif, menyebar kuesioner kepada 46 responden. Analisis pengujian menggunakan uji validitas dan reliabilitas. Penelitian menghasilkan hubungan yang positif dan signifikan antara budaya organisasi dan inovasi organisasi. Budaya organisasi yang mendukung seperti norma dan aturan, informasi dan ide-ide baru untuk berinovasi. Penelitian ini diharapkan dapat memnghasilkan pandangan baru bagi Kecamatan Cibitung untuk mengembangkan budaya organisasi yang lebih baik, serta memperluas pemahaman tentang hubungan antara budaya organisasi dan inovasi organisasi.
PENGARUH PRAKTIK SUMBER DAYA MANUSIA TERHADAP KOMITMEN KARYAWAN PADA PERUSAHAAN DI KAWASAN INDUSTRI KABUPATEN BEKASI Meri, Doni; Firmansyah, Viki Dwi; Wijanarko, Adrian Azhar
JURNAL EDUCATION AND DEVELOPMENT Vol 13 No 1 (2025): Vol 13 No 2 Mei 2025
Publisher : Institut Pendidikan Tapanuli Selatan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37081/ed.v13i1.6989

Abstract

Sumber daya organisasi secara keseluruhan tidak dapat berfungsi dengan optimal tanpa pengaruh manusia yang merupakan penggerak utama jalannya organisasi. Oleh karena itu perlunya kontrol dari organisasi dalam pelaksanaan praktik sumber daya manusia secara maksimal agar visi dan misi organisasi bisa tercapai dengan baik. Penelitian ini akan menyelidiki bagaimana praktik-praktik SDM mencakup pelatihan serta pengembangan, remunerasi dan penghargaan, peluang karir, penilaian kinerja dan pemberdayaan dapat atau tidak mempengaruhi komitmen karyawan pada perusahaan di Kawasan Industri Kabupaten Bekasi. Dengan menggunakan metode kuantitatif, dengan menyebarkan kuisioner berupa google form yang terdiri dari 40 pertanyaan. Dengan SPSS versi 30.0, jumlah sampel efektif terdiri dari 102 responden yang telah mengisi kuesioner untuk pengolahan data dengan memanfaatkan berbagai teknik analisa data, antara lain regresi linier berganda, analisis deskriptif, uji validitas dan reliabilitas, serta uji T (uji F dan R square). Komitmen karyawan tidak dipengaruhi secara signifikan oleh pemberdayaan, pelatihan, atau pengembangan, berdasarkan hasil penelitian. Dan sebaliknya peluang karir, remunerasi dan penghargaan serta penilaian kinerja berpengaruh terhadap komitmen karyawan secara signifikan.
Co-Authors Desrizal, Muhammad Hafiz Firmansyah, Viki Dwi Maulana, Ramli Meri, Doni Putri, Chantika Aleida Saepul, Epul SUDARYANTO SUDARYANTO Viantika, Meutia