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Qristin violinda
Department Of Management, Faculty Of Economics And Business, Universitas PGRI Semarang
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Journal : green economics review

 1 
Empowering Excellence: The Impact of Transformational Leadership and Knowledge Transfer on Teacher Performance Qristin Violinda; Ahmad Alfiyan Abdul Majid; Ira Setiawati
Green Economics Review Vol. 1 No. 1 (2024)
Publisher : Yayasan Al Ma'arif Dawuhan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.66955/ger.v1i1.2

Abstract

The objective of this research is to analyze the impact of transformational leadership, knowledge transfer, and work motivation on the performance of high school teachers. Utilizing a sample of 108 respondents selected through a Non-Probability Sampling technique, the study employed Multiple Linear Regression Analysis for data evaluation. The results indicate that Transformational Leadership (X1) has a positive and significant effect on teacher performance (Y), with a significance value of 0.028 (p < 0.05) and a t-value of 2.226, exceeding the critical t-value of 1.983. Similarly, Knowledge Transfer (X2) positively influences teacher performance (Y) with a significance value of 0.000 (p < 0.05) and a t-value of 6.602, which is greater than the critical t-value. In contrast, Work Motivation (X3) does not have a significant effect on teacher performance (Y), as indicated by a significance value of 0.062 (p > 0.05) and a t-value of 1.886, which is less than the critical t-value. In conclusion, the findings demonstrate that Transformational Leadership and Knowledge Transfer positively and significantly influence teacher performance, while Work Motivation does not significantly affect it.
Pengaruh Organizational Citizenship Behavior, Efikasi Diri, dan Soft Skills Terhadap Kinerja Karyawan Myrza Latifah; Qristin Violinda; Noventia Karina Putri
Green Economics Review Vol. 1 No. 2 (2024)
Publisher : Yayasan Al Ma'arif Dawuhan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.66955/ger.v1i2.7

Abstract

This research aims to determine the influence of Organizational Citizenship Behavior, Self-Efficacy, and Soft Skills which simultaneously have a positive effect on the performance of PGRI University Semarang employees. This research uses a quantitative approach with data analysis techniques using descriptive statistics. The population in this research is employees of PGRI University Semarang, the sample used is 57 people. Organizational Citizenship Behavior (X1) partially has no effect on the performance of PGRI Semarang University employees. This can be proven by the t calculated results on the Organizational Citizenship Behavior (X1) variable of 1.012, thus the t calculated is smaller than the t table (1.012 < 2.397) and the significant value is > 0.05. So it can be concluded that Ho is accepted and Ha is rejected, which means that Organizational Citizenship Behavior (X1) has no significant effect on employee performance (Y). Self-Efficacy (X2) partially influences the performance of PGRI Semarang University employees. This can be proven by the t calculated results on the Self Efficacy variable (X2) of 5.724, thus the t calculated is smaller than the t table (5.724 > 2.397) and the significant value is < 0.05. So it can be concluded that Ho is rejected and Ha is accepted, which means that Self-Efficacy (X2) has a significant effect on employee performance (Y). Soft Skills (X3) partially influence the performance of PGRI University Semarang employees. This can be proven by the calculated t result on the Soft Skill variable (X3) of 9.439, thus the calculated t is smaller than the t table (9.439 > 2.397) and the significant value is <0.05. So it can be concluded that Ho is rejected and Ha is accepted, which means Soft Skill (X3) has a significant effect on employee performance (Y). Organizational Citizenship Behavior (X1), Self-Efficacy (X2) and Soft Skills (X3) simultaneously (together) influence Employee Performance (Y). This can be seen from the calculated F test results which obtained a significance value of 393.684 and a significance value of 0.000 <0.05. So it can be concluded that Ho is rejected and Ha is accepted, which means that the variables Organizational Citizenship Behavior (X1), Self-Efficacy (X2) and Soft Skills (X3) have a significant effect on Employee Performance (Y).
Analisis Fleksibilitas Kerja, Motivasi Kerja, Reward Terhadap Kinerja Driver Transportasi Ojek Online Anggoro Putro; Shofif S Akbar; Qristin Violinda
Green Economics Review Vol. 1 No. 2 (2024)
Publisher : Yayasan Al Ma'arif Dawuhan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.66955/ger.v1i2.14

Abstract

This study aims to examine the influence of work flexibility, work motivation, and rewards on the performance of Maxim online drivers in Semarang City. The research adopts a quantitative method, with the population consisting of Maxim online drivers in Semarang in 2024. A sample of 100 drivers was selected using Slovin's formula. The sampling technique employed was probability sampling with a random sampling method, where members of the sample were chosen randomly without considering the strata within the population. Data analysis was conducted using SPSS for Windows version 27 software. The results indicate that work flexibility (X1) has a positive and significant effect on the performance of Maxim online drivers in Semarang City (Y) on a partial basis, with a significance value of 0.004. Conversely, work motivation (X2) does not have a significant influence on driver performance, as indicated by a significance value of 0.897. Meanwhile, rewards (X3) demonstrate a positive and significant impact on driver performance, with a significance value of 0.001. These findings underscore the importance of work flexibility and rewards in the context of Maxim online drivers in Semarang. Thus, work flexibility and an effective reward system play a crucial role in enhancing the performance of Maxim online drivers in Semarang. On the other hand, motivation does not significantly influence performance. This suggests that motivation requires a more strategic approach to generate a meaningful impact. Companies could leverage work flexibility and an effective reward system as part of their strategy to boost productivity and job satisfaction among drivers.
Pengaruh Budaya Organisasi, Tingkat Kedisiplinan Karyawan, Organizational Citizenship Behavior terhadap Kinerja Karyawan Melalui Kepuasan Kerja Sebagai Variabel Intervening Melati Cahya Qur'ani; Qristin Violinda; Shofif Sobarudin Akbar
Green Economics Review Vol. 2 No. 1 (2025)
Publisher : Yayasan Al Ma'arif Dawuhan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.66955/ger.v2i1.70

Abstract

This study aims to examine the influence of organizational culture, employee discipline, and Organizational Citizenship Behavior (OCB) on employee performance through job satisfaction among employees of Notary & PPAT offices in Semarang City. A quantitative research method was used. The population consists of employees working in Notary & PPAT offices in Semarang, with a sample size of 149 respondents selected using a snowball sampling technique, which is a type of non-probability sampling. Data were analyzed using SmartPLS. The findings reveal that organizational culture (X1), work discipline (X2), and OCB (X3) have a positive and significant impact on employee performance (Y) and job satisfaction (Z). Furthermore, job satisfaction (Z) significantly affects employee performance (Y), and mediates the relationship between organizational culture, work discipline, and OCB with employee performance. The results also show that employee performance and job satisfaction received the lowest average ratings in the respondent’s answers. The background of this research highlights that many employees remain dissatisfied with their jobs due to low income and excessive work pressure, which contributes to decreased performance and limits their ability to work optimally. Therefore, it is important to establish a clear working system and conduct regular evaluations to improve employee performance and satisfaction.
Co-Authors Aan Burhanuddin Abidin, Muhamad Achmad Buchori Aditya Yusuf Aeni Dieka Prahesti, Ely Af Sari, Winda Afiari Choirunnisa Agusetyaningrum, Theresia Ahmad Alfiyan Abdul Majid Akbar, Shofif Sabaruddin Akhmar, Mamlu’atul Alfadila, Annisa Alfionita Cindy Shelena Alviana, Rizki Alvinoav Pramudia Antatur Amalia, Dhea Rizky Anggoro Putro Anisa Anggraini Anugrah, Raka Pria Ardisa Lestari, Dwi Ariani, Lia arisul ulumudin Azahra Salsabila Septianika Azis Syafrudin Bagus Cahyono Bayu Kurniawan Bayu Kurniawan BAYU KURNIAWAN Bayu Saputro Br. Ginting, Rosalina Chadiyan Faturachman chadiyan faturachman Chadyan Fathurachman Chadyan Faturohman Cindy Iga Binarwati Damaputra, Fadjar Darmaputra, M. Fadjar Dedi Wahyu Setyawan Dhari, Agita Wulan Dhea Novita Dhea Rizky Amelia Diana Rosanti Dias Lestari Drifanda, Valdian Dwi Nur Aini, Dwi Dwi Prasetyo Dwi Prastiyo Hadi, Dwi Prastiyo Dysta Shafira Oktaviani Dysta Shafira Oktaviani Efriyani Sumastuti Elvany, Galing Mutiara Ely Aeni Dieka Prahesti Endang Winarsih Eviana, Eva Fadjar Darmaputra Farah Chalida Hanoum Fathan, M. Rizma Mu’amal Febriani, Frisca Fika Ahmad Fikri, Zakaria Fithri Widyannita Yarisma Frenda Yunani, Indria Ghufron Abdullah Gilang Maulana Gilang Maulana Goeltom, Henry Casandra Gultom, Henry Casandra Herdiany, Hapsari Dyah Heri Prabowo Hilda Candra Afitra Atrianto Iin Purnamasari Ika Menarianti, Ika Ika Shofiana Imda Putri, Agna Indah Rahmawati Indiworo, Rr. Hawik Indriasari, Ika Ira Setiawati Ira Setiawati Ira Setiawati, Ira Istiyaningsih Istiyaningsih Jati, Ratih Pramudya Khalimah, Khalimah Khaydarov, Alisher Khoirunnisa, Rahmanita Kholifah, Wahyuni Putri Kholik, Idam Mafa Khorunnisya, Nakita Via Kiki Rizki Yuliana kresnamurti, agung Lestari, Yuli Dewi Lia Ariani Listianingsih, Fransiska Listya Rini, Indah Losa, Winda Tya M Fadjar Darmaputra M Rofi M. Anas Dzakiy M. Fadjar Darmaputra M. Yogi Riyantama Isjoni M. Zakaria Dzul Fikri M. Zakaria Dzul Fikri M.Fadjar Dharmaputra Mahmud Yunus Mahmud Yunus Marginingsih, Peni Marlinawati, Alina Meiriyanti, Rita Melati Cahya Qur'ani MIFTAKHUL JANNAH Mohamad Rizan Muhammad Saim Mulyani, Puji Myrza Latifah Nasrul Syahputra Nikmah, Siti Wasiatun Noorzeha, Fuad Noventia Karina Putri Novi Susanti, Khelly Novianto, Heru Nugraha, Aryan Eka Prasetya Nur Cholifah Nur Indah Sary Nurhana, Ifa Pipit Mugi Handayani Pitri Lestari Popy Dhina Tri Astutik Pratiwi, Ari Suci Prianka Ratri Nastiti Puspita, Maya Shinta Rahma Putri Rahmawati Putri, Risma Amelia Qudrotul Ainiyah, Lissa Rafika Wati Rahma Yuanita Hapsari Rahmawati, Umi Deviyana Rasiman Rasiman Ratih Hesti Utami P Ratih Hesty Utami Ratih Hesty Utami Ratih Hesty Utami P Ratih Hesty Utami Puspitasari Rikawati, Yeni Rita Meiriyanti Rizqi Saputra, Muhammad Rizwan, Muhammad Roki Putra, Adimas Romala, Elis Rosalina Ginting Rr Hawik Ervina Indiworo Rr. Hawik Ervina Safia, Fidia Okti Safitri, Dhanis Bidalia Safura Deswita Putri Saraswati, Novi Setiani, Asih Setiawati , Ira Setyorini, Noni Sevia Firdarani Shobaruddin Akbar, Shofif Shofif S Akbar Shofif Sobaruddin Akbar Shofif Sobarudin Akbar Sholikah, Nanik Sigit Riyanto Sigit Riyanto Sinta Wulandari Siti Wahyuningsih Soedjono Soedjono Soedjono Soedjono, S Soedjono Som, Sanchita Sri Wahyuningsih Sumarno Sumarno Sun Jian Sun Jian, Sun Susanti, Khelly Novi SUTRISNO Sutrisno, Sutrisno Suwarno Suwarno Suwarno Widodo Suwarno Widodo Syifa, Khilyatus Trisno Varida Tyastuti, Ervinda Silvi Uddin, Adji Alaa Umitahrizah, Mita Utami P, Ratih Hesty Utami, Ratih Hesty Wahyu Puspita, Tiara Wahyuni Putri Kholifah Wakhidatun Nafaah Waliyansyah, Rahmat Robi Wasminto, Bambang Wattegama, Erandi Jinadari Widiastuti, C. Tri Widiawati, Natasya Widiyarti , Retno Widya Kusumaningsih Wildatur Nurrahmah Yaqin , Muhammad Ainul Yoga Suryaputra Soeroso Yulfa, Laila Indana Yuliana Dewi Setiawati Yuliana, Marta Yusuf Ehza Putra Zalfa Nabila Agnaputri Zalzalah, Guruh Ghifar Zhou Deyi