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All Journal EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis AdBispreneur Jurnal Bisnis dan Manajemen Jurnal Dharma Bhakti Ekuitas
Dina Sartika
Universitas Padjadjaran
Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Energy Social Sciences Other

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PENENTU KEUNGGULAN BERSAING PADA UMKM : APAKAH KOMPETENSI DIGITAL DAN ORIENTASI KEWIRAUSAHAAN PENTING ? Sofi Maya Sari; Yunizar Yunizar; Dina Sartika
AdBispreneur : Jurnal Pemikiran dan Penelitian Administrasi Bisnis dan Kewirausahaan Vol 5, No 1 (2020): AdBispreneur : Jurnal Pemikiran dan Penelitian Administrasi Bisnis dan Kewirausa
Publisher : Departemen Ilmu Administrasi Bisnis, Fakultas Ilmu Sosial dan Ilmu Politik, UNPAD

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24198/adbispreneur.v5i1.26999

Abstract

One of the efforts to improve the competitive advantage in rapid technological developments, especially in Micro, Small and Medium Enterprises (MSMEs), is to maximize the potential of human resources. However, at this time human resources MSMEs’owners are not acceptable in digital competence and low ability to improve entrepreneurial orientation. The role of human resources consisting of digital competence and entrepreneurial orientation leads to the competitive advantages of micro, small and medium enterprises. The study used a quantitative approach, using multiple regression analyses to analyze a questionnaire sample of 180 micros, small, and medium enterprises manufacture of food products in Bandung City. Results showed digital competence and entrepreneurial orientation have positive effect on competitive advantage. Salah satu usaha untuk dapat meningkatkan keunggulan bersaing ditengah perkembangan teknologi yang pesat khususnya pada Usaha Mikro, Kecil, dan Menengah (UMKM) adalah dengan memaksimalkan potensi dari sumber daya manusia yang dimilikinya. Namun begitu saat ini sumber daya manusia atau pelaku usaha mikro, kecil dan menengah kurang akseptabel dalam penguasaan kompetensi digital serta rendahnya kemampuan dalam meningkatkan sikap orientasi kewirausahaannya. Peranan sumber daya manusia yang terdiri dari kompetensi digital dan orientasi kewirausahaan ini mengarah kepada keunggulan bersaing usaha mikro, kecil, dan menengah. Penelitian ini menggunakan pendekatan kuantitatif, dengan menggunakan analisis regresi berganda untuk menganalisis sampel kuisioner sebanyak 180 pelaku UMKM industri pengolahan makanan di Kota Bandung. Hasil penelitian mengungkapkan bahwa kompetensi digital dan orientasi kewirausahaan berpengaruh positif terhadap keunggulan bersaing.
SOSIALISASI PROSES REKRUTMEN, SELEKSI, PELATIHAN, SERTA PERLINDUNGAN HUKUM BAGI CALON TENAGA KERJA INDONESIA (TKI) LEGAL DI JAWA BARAT Dina Sartika; Sri Djatnika; Mery Citra Sondari
Jurnal Dharma Bhakti Ekuitas Vol 4 No 2 (2020): Jurnal Dharma Bhakti
Publisher : STIE Ekuitas

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52250/p3m.v4i2.136

Abstract

Badan Nasional Penempatan dan Perlindungan Tenaga Kerja Indonesia (BNP2TKI) mengemukakan bahwa warga asal Jawa Barat (Jabar) paling banyak menjadi Tenaga Kerja Indonesia (TKI) dibanding wilayah lainnya yaitu sebanyak 50.910 pada tahun 2018. Sayangnya, permasalahan TKI muncul sejak proses awal di Indonesia. Mulai dari penyaluran TKI melalui agen illegal melalui makelar yang datang ke desa, dengan janji upah tertentu, pilihan pekerjaan yang banyak, dan menawarkan bantuan kemudahan proses. Mayoritas dari mereka berpendidikan rendah. Mereka bergaji rendah, jam kerja tak terbatas, kondisi kerja rentan pelecehan dan penganiayaan, serta terisolasi dari dunia di luar rumah pengguna jasa. Untuk itu, edukasi terhadap calon TKI mengenai proses rekrutmen, seleksi, pelatihan, serta perlindungan hukum bagi calon TKI legal sebaiknya dilakukan untuk meminimalisir terjadinya hal-hal yang tidak diinginkan di kemudian hari. Dengan demikian, jumlah Tenaga Kerja Indonesia illegal serta risiko permasalahan TKI di luar negeri dapat dikurangi.
MILLENNIALS’ INTENTION TO STAY: THE ROLE OF PERSON-ORGANIZATION FIT AND JOB SATISFACTION Rundhung Ilham Bagus Swastasi; Dina Sartika
Jurnal Bisnis Manajemen Vol 22, No 2 (2021): September 2021
Publisher : Fakultas Ekonomi dan Bisnis Universitas Padjadjaran

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24198/jbm.v22i2.768

Abstract

The tendency of low Intention to stay among millennial generation employees is an essential concern for an organization. The difference in characteristics from the previous generation is a factor that can be considered. The suitability of individual values and values applied in the organization (P-O Fit) can be a way for organizations to retain and attract millennial generation employees. The primary purpose of this research is to analyze Person-Organization Fit (P-O Fit) and its influence on the intention to stay of millennial employees. Moreover, this study investigates the role of job satisfaction in mediating the relationship between P-O Fit and Intention to stay. Data were collected from 151 millennial employees working in Regional Government Bank located within Bandung. The hypothesized relationships were tested and analyzed using hierarchical regression analysis. The results showed that P-O Fit has a positive and significant effect on intention to stay. Moreover, job satisfaction mediates the relationship between P-O Fit and intention to stay.
Meta Analysis Study: Person-Organization Fit And Person-Job Fit On Turnover Intention Karimah Fithri Mardiyah; Dina Sartika
EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis Vol 13 No 2 (2025): April
Publisher : UNIVED Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/ekombis.v13i2.7123

Abstract

The Great Resignation appears as a phenomenon that threatens the company's current existence. This condition was caused by the Covid-19 pandemic which changed work methods to WFH and the shift in the economy towards automation and artificial intelligence. These things motivate employees to resign and increase employee person-job mismatch and job insecurity. Currently, one of the things that drives employees to work is the suitability of employees with company values and culture, also known as PersonOrganization Fit. Previous research has examined the relationship between these three variables, but the conditions in the last five years are far different from before, so this research is intended to examine the effect of PersonOrganization Fit and Person-Job Fit on turnover intention in the last five years. Meta-analysis using JAMOVI software was carried out in analyzing eight selected studies from 51 studies available on Scopus. The results of the study show that both variables have a negative and significant effect on turnover intention. In addition, between the two variables, PersonOrganization Fit has the highest correlation with turnover intention.
Co-Authors Karimah Fithri Mardiyah Mery Citra Sondari Rundhung Ilham Bagus Swastasi Sofi Maya Sari Sri Djatnika Sya'diah Yunizar Yunizar