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THE INFLUENCE OF ORGANIZATIONAL CULTURE AND MOTIVATION ON EMPLOYEE PERFORMANCE Tutik Winarsih; Arif Hidayat
International Journal of Economics, Business and Accounting Research (IJEBAR) Vol 6, No 1 (2022): IJEBAR
Publisher : LPPM ITB AAS INDONESIA (d.h STIE AAS Surakarta)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29040/ijebar.v6i1.4331

The main purpose of the study is to investigate the impact of "X" Company's culture and motivation on its employees' performance. 30 employees of "X" Company were the subjects of this investigation. Quantitative approaches were used in this study. A questionnaire was utilized to gather the information. The SPSS version 22 program for Windows was utilized to do the multiple linear regression data analysis in this study. As shown in the findings of this study, both organizational culture and employee motivation have a positive and significant impact on employee performance. A further finding of the R2 indicates that 92.4 % of the factors of employee performance is , while the remaining 7.6 % is due to factors beyond the scope of this study Keywords: Organizational Culture, Motivation, Employee Performance

Work Engagement : Main Factors and Supporting Factors (Study at PT. ACS Surabaya) Arif Hidayat
Enrichment : Journal of Management Vol. 12 No. 2 (2022): Management Science and Field
Publisher : Institute of Computer Science (IOCS)

Effective human resource management needs to pay attention to strategic aspects, which can be applied within the company so that employees contribute to achieving company excellence. What is considered strategic is work engagement, the condition of which can be shaped by many factors. So research that takes a sampling of employees of PT. ACS Surabaya finds several factors that are used as variables that have an impact on increasing employee engagement. The factor analysis that tested the discrimination index on each variable showed the correlation coefficient and the criteria determined to carry out the analysis as an influence on job involvement. The results of the analysis grouping the factors into two major parts consisting of the main factors, namely employee resources (job resources), meaningfulness (salience of job), personal employees (personal resources); and supporting factors include the work environment, co-workers support, and self-efficacy simultaneously affect work involvement. The two representative factors were able to contribute effectively to an increase in work engagement of 82.6%.

Flexibility Strategy and Postponing Work on Community Service Employees during Activities Work for Home (WFH) during the Covid Noer Soetjipto; Sulastri Sulastri; Arif Hidayat
Khazanah Sosial Vol 4, No 1 (2022): Khazanah Sosial Vol 4, No 1 April 2022
Publisher : UIN Sunan Gunung Djati

The application of flexible management through the work from home (WFH) policy has created the potential for quite a lot of community service jobs that have been going on so far. The research which aims to analyze management flexibility is related to the implementation of flexible management with potential delays in work during the Pandemic period where every employee does daily work pickets. Sampling took 52 government employees in the public service sector by purposive incidental sampling. Data were collected through the thurstone scale in the form of closed choice, and analyzed through inferential analysis techniques as a proof of the hypothesis. The results of the study describe the potential for work delays by 50% of employees who take advantage of rotating work days, and 49% of employees who tend not to use the excess flexibility of leadership policies and 64% of employees who may be low or sometimes able to use hours. work during the pandemic. The potential for delays is mostly done by taking advantage of working time or delaying if the employee is outside the daily work picket even though it is still within the effective working hours of the week. The results of hypothesis testing through chi suare obtained a value of 2 of 30.617 (df 6; 5%) obtained a probability value of 0.000 (p < 0.01), which means that there is a very significant correlation between the application of management during the pandemic through work from home activities (WFH). ) with the potential for delaying the completion of public service tasks by government employees in the public service sector.

Learning Organization Intervention In Social Co-Workers, Innovative Behaviors, Work Environments And Influence On Work Engagement In Supervisors (Study At Pt. Acs Surabaya) Hepiyanto; Arif Hidayat
Enrichment : Journal of Management Vol. 12 No. 3 (2022): August: Social Science, Economics
Publisher : Institute of Computer Science (IOCS)

Having an engaged supervisor is a great asset to the organization, this trait requires a learning process in the organization that is supported by mutually supportive, innovative behavior and a conducive work environment. For this reason, this study aims to measure the influence of social co-workers, innovative behavior, and work environment on work engagement with learning organizations as ab intervening variable. This study took a sampling technique with a total population study or saturated sample of 68 employees at the Supervisor level at PT. ACS Surabaya, and data analysis are carried out using a path analysis model. The results of the study obtained the value of t = 6.545; p = 0.000 (p <0.05), which means that social co-workers have a positive and significant effect on the supervisor’s work engagement; innovative behavior has a positive and significant effect on the supervisor work engagement with a value of t=3.120 and p=0.027 (p<0.05); Social co-workers have a positive effect on work engagement intervened by supervisor learning organization with a value of t = 5.134 with p = 0.000 (p <0.05); Innovative behavior has a positive effect on work engagement which is intervened by supervisor learning organization with a value of t = 2.782 and p = 0.007 (p <0.05). While the work environment factors either directly or intervened by the learning organization did not affect the work engagement of the supervisors at PT. ACS Surabaya.

Efficacy Training As An Effort To Increase Employee Job Engagement In Review Of Employment Status Sulastri; Noer Soetjipto; Arif Hidayat
The International Journal of Accounting and Business Society Vol. 30 No. 2 (2022): The International Journal of Accounting and Business Society
Publisher : Accounting Department,

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21776/ijabs.2022.30.2.663

Purpose — This study aims to determine the influence of self-efficacy training on employees 'job engagement while distinguishing employees' job engagement based on employment status for employees of PT in a similar field of work. Telkomunikasi Indonesia, Tbk in Surabaya. Design/methodology/approach—The research method used was comparative studies, which were designed using experimental design techniques (experiments). Sampling was done through the cluster sampling technique, which involves taking two sample groups of employees. Research samples were taken from 60 respondents. Findings — This study indicates that the results of the independent t-test before being enforced on permanent and contract employees have a higher average job engagement value compared to permanent employees, with the same level of self-efficacy. After getting self-efficacy training employees, the value of T = -52.006 and P = 0,000 (p <0.05) prove the existence of significant changes in employee work involvement after obtaining efficacy training. For contract employees, the value of t = -56.542 and p = 0,000 (p <0.05) proves that employment contracts experience significant changes after receiving self-efficacy training for employees. The correlation coefficient value still explains that efficacy training is related to a work engagement of 74.8%, with a 56% effective contribution to job engagement. For employee contracts, the correlation coefficient value is 93.5%, which means the relationship between efficacy and work involvement is very strong, with the value of determination proving that the efficacy of 94.8% affects increasing the work involvement of contract employees. Practical implications—To improve employee job engagement, a company can hold efficacy training for both permanent and contract employees. Originality / Value—Efficacy Training Impacts or Influences Job Engagement, which is distinguished from employment status. Keywords — Efficacy Training, Job Engagement, Employment. Paper type — Research Paper

Marketing plan and employee competencies on performance In The Marketing Department Of The Indonesian Tobacco Company, Tbk Agus Iwhan Ariftian Zuhdi; Arif Hidayat
Jurnal Mantik Vol. 7 No. 4 (2024): February: Manajemen, Teknologi Informatika dan Komunikasi (Mantik)
Publisher : Institute of Computer Science (IOCS)

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

Restrictions and prohibitions on promotions, advertising and even sponsorship as a means of marketing tobacco-based products are a challenge for tobacco-based producing companies. The company strives to increase excellence in preparing marketing plans and competent human resources to achieve company performance. The aim of this research is to examine the influence of marketing planning and employee competency on company performance. This descriptive research took a sampling of marketing employees at PT. Indonesian Tobacco, tbk using total population study techniques, and data collected through questionnaires and company performance documents. The results of the structural equation model (SEM) analysis show that the predictor model construct is quite good; the results of the hypothesis test show a value of t= 2.030 at p=0.043 (p<0.05) which means that the marketing plan has a significant effect on company performance; and the t value = 5.615 at p = 0.000 (p <0.05) proves that employee competency has a significant effect on company performance. So it can be concluded that marketing plans and employee competency have a significant effect on company performance, and marketing plan variables and employee competency can be used as predictive tools to measure the level of success or performance of companies that experience restrictions and prohibitions on marketing activities

THE INFLUENCE OF ORGANIZATIONAL CULTURE AND MOTIVATION ON EMPLOYEE PERFORMANCE Tutik Winarsih; Arif Hidayat
International Journal of Economics, Business and Accounting Research (IJEBAR) Vol 6, No 1 (2022): IJEBAR : Vol. 6, Issue 1, March 2022
Publisher : LPPM ITB AAS INDONESIA (d.h STIE AAS Surakarta)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29040/ijebar.v6i1.4331

The main purpose of the study is to investigate the impact of "X" Company's culture and motivation on its employees' performance. 30 employees of "X" Company were the subjects of this investigation. Quantitative approaches were used in this study. A questionnaire was utilized to gather the information. The SPSS version 22 program for Windows was utilized to do the multiple linear regression data analysis in this study. As shown in the findings of this study, both organizational culture and employee motivation have a positive and significant impact on employee performance. A further finding of the R2 indicates that 92.4 % of the factors of employee performance is , while the remaining 7.6 % is due to factors beyond the scope of this study Keywords: Organizational Culture, Motivation, Employee Performance

Integrating TQM into organizational culture for the success of the one Indonesian data (SDI) in the East Java Alfaresi, Deka; Hidayat, Arif; Kumalasari, Lala; Darni, Dessyka
International Journal of Applied Finance and Business Studies Vol. 12 No. 1 (2024): June: Applied Finance and Business Studies
Publisher : Trigin Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35335/ijafibs.v12i1.283

This study evaluates the implementation of Total Quality Management (TQM) in supporting the One Data Indonesia (SDI) policy at the East Java Provincial Communication and Information Agency (Kominfo). Employing a qualitative descriptive approach, the study well elaborates on challenges such as the lack of coordination between government agencies and the lack of regulatory support from the regional government. Despite these challenges, the implementation of TQM at the Communication and Information Agency has brought about well-described benefits, including increased data accuracy and relevance, as well as resource efficiency. However, obstacles such as the shortage of trained human resources and differences in data standards between agencies persist. The implementation of TQM has also fostered collaboration between government agencies and the private sector, enhancing the quality of public services. In conclusion, the implementation of TQM at the Communication and Information Agency supports the SDI policy by improving data service quality and strengthening organizational work culture. Further efforts in HR training and data standardization are necessary to optimize the SDI policy and improve public services.

Tingkat Pengetahuan, Skill Dan Pelatihan Terhadap Kinerja Karyawan Pada Rumah Sakit XYZ Di Surabaya Irba Salsalbilah, Athillah; Hidayat, Arif
Jurnal E-Bis Vol 8 No 2 (2024): Vol. 8 No.2 2024
Publisher : Politeknik Piksi Ganesha Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37339/e-bis.v8i2.1887

Penelitian ini berfokus pada tantangan yang dihadapi oleh organisasi, khususnya rumah sakit, dalam meningkatkan kinerja karyawan, karena di dunia yang semakin kompetitif, kinerja karyawan menjadi salah satu indikator utama keberhasilan organisasi. Tujuan penelitian ini adalah untuk mengetahui bagaimana pengetahuan, keterampilan, dan pelatihan mempengaruhi kinerja karyawan secara parsial maupun simultan. Selain itu, penelitian ini bertujuan memberikan masukan kepada manajemen Rumah Sakit XYZ di Surabaya mengenai pengembangan sumber daya manusia. Penelitian ini menggunakan metode kuantitatif dengan pengambilan sampel menggunakan Simple Random Sampling dan rumus Slovin, di mana 86 responden dipilih dari 638 karyawan. Metode analisis yang digunakan adalah regresi linier berganda. Hasil penelitian menunjukkan bahwa pengetahuan, keterampilan, dan pelatihan masing-masing berpengaruh signifikan terhadap kinerja karyawan, baik secara parsial maupun simultan.

Gaya Kepemimpinan Dan Semangat Kerja Terhadap Kinerja Karyawan CV. Jackpot Pancing Surabaya Maida Sabililah, Al; Hidayat, Arif
Jurnal E-Bis Vol 8 No 2 (2024): Vol. 8 No.2 2024
Publisher : Politeknik Piksi Ganesha Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37339/e-bis.v8i2.1888

Tujuan penelitian ini adalah untuk mengetahui pengaruh secara simultan dan secara parsial antara variable Gaya Kepemimpinan Dan Semangat Kerja Terhadap Kinerja Karyawan CV. Jackpot Pancing Surabaya. Jenis penelitian yang digunakan dalam penelitian ini adalah penelitian kuantitatif dan populasi dalam penelitian ini adalah seluruh karyawan CV. Jackpot Pancing Surabaya yang berjumlah 21 Orang. Teknik pengambilan sampel dalam penelitian ini menggunakan teknik sampel jenuh dimana semua populasi dijadikan sampel. Penelitian ini menggunakan analisis regresi linier berganda Berdasarkan hasil pengujian dan pembahasan diperolah bahwa Gaya Kepemimpinan berpengaruh secara signifikan terhadap Kinerja Karyawan, Semangat Kerja berpengaruh secara signifikan terhadap Kinerja Karyawan Gaya Kepemimpinan dan Semangat Kerja berpengaruh secara signifikan terhadap Kinerja Karyawan dan Gaya Kepemimpinan merupakan variable yang berpengaruh paling dominan tehadap kinerja karyawan CV. Jackpot Pancing Surabaya

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