Articles
<![CDATA[Person Job Fit dan Komitmen Karir: Peran Keterlibatan Kerja ]]>
<![CDATA[Noerchoidah, Noerchoidah]]>;
<![CDATA[Ariprabowo, Tri]]>;
<![CDATA[Nurdina, Nurdina]]>;
<![CDATA[Alfia, Nida]]>
<![CDATA[ BALANCE: Economic, Business, Management and Accounting Journal Vol 20 No 1 (2023): Januari ]]>
Publisher : <![CDATA[UMSurabaya Publishing ]]>
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DOI: 10.30651/blc.v20i1.16415
<![CDATA[ABSTRACTOrganizations try to determine individuals who match their values and goals. This study explores a person's job fit's impact on career commitment by mediating work involvement. Data collection was carried out through a structured questionnaire. The population consists of lecturers working in Surabaya's private higher education sector. Determination of the sample using purposive sampling with a total of 158 respondents. Questionnaires that have been collected and tabulated were analyzed using PLS. The results reveal that personal job fit positively and significantly affects work involvement and career commitment. Work involvement has a positive and significant effect on career commitment. Work involvement mediates the relationship between personal job fit and career commitment. This research has implications for all institutions that wish to improve their employees' person–organizational fit and commitment. This implication helps institutions to take special initiatives to increase personal job fit for their lecturers, which in turn will increase the level of commitment of their lecturers to remain in their institutions.ABSTRAKOrganisasi mencoba menentukan individu yang sesuai dengan nilai dan tujuannya. Penelitian ini memiliki tujuan untuk mengeksplorasi dampak person job fit pada komitmen karir dengan  mediasi keterlibatan kerja. Pengumpulan data dilakukan melalui kuesioner terstruktur. Populasi terdiri dari para dosen yang bekerja di sektor pendidikan tinggi swasta di Surabaya. Penentuan sampel menggunakan purposive sampling dengan jumlah 158 responden. Kuesioner yang telah terkumpul dan ditabulasikan dianalisis menggunakan PLS. Hasilnya mengungkapkan bahwa personal job fit berpengaruh positif dan signifikan terhadap keterlibatan kerja dan komitmen karir. Keterlibatan kerja berpengaruh positif dan signifikan terhadap komitmen karir. Keterlibatan kerja memediasi hubungan antara personal job fit dan komitmen karir. Penelitian ini memberikan implikasi bagi semua institusi yang ingin meningkatkan person–organization fit dan komitmen karyawannya. Implikasi ini membantu institusi untuk mengambil inisiatif khusus untuk meningkatkan person job fit bagi para dosennya, yang selanjutnya akan meningkatkan tingkat komitmen dosennya untuk tetap bertahan di institusinya.]]>
<![CDATA[The Influence Analysis of Organizational Culture and Motivation of The Caddy Work Satisfaction In A. Yani Golf Surabaya ]]>
<![CDATA[Noerchoidah]]>;
<![CDATA[Sumadji Harryono]]>
<![CDATA[ Journal of Economy, Accounting and Management Science (JEAMS) Vol. 1 No. 1 (2019): September ]]>
Publisher : <![CDATA[Faculty of Economics, Merdeka University Surabaya, Indonesia ]]>
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<![CDATA[This study aims to determine the relationship between organizational culture and motivation with job satisfaction. There are two variables that function as independent variables, namely the culture of motivation and motivation. Job satisfaction function as the dependent variable in this study. The hypothesis proposed in this study is divided into one main hypothesis, namely the correlation between organizational culture and motivation with job satisfaction. Two minor hypotheses proposed in this study are a positive correlation between organizational culture and job satisfaction, and a positive correlation between motivation and job satisfaction. The sample of this study was the caddy of Yani Golf Surabaya, which were obtained by random sampling technique. Data were collected through a questionnaire method and analyzed by regression methods. The results of this study indicate that there is a significant relationship between organizational culture and motivation with job satisfaction, while the dominant independent variable and cultural variables are the main contributors in influencing job satisfaction. This research also shows that there is a positive and significant correlation between organizational culture and job satisfaction, where continuous and normative factors become dominant. This research also proves that there is a significant relationship between motivation and job satisfaction. The dominant factor is organizational suitability and clarity.]]>
<![CDATA[The Influence of Organizational Culture and Social Capital to Improve Employee performance ]]>
<![CDATA[Noerchoidah]]>;
<![CDATA[Yanus Sumitro]]>
<![CDATA[ Journal of Economy, Accounting and Management Science (JEAMS) Vol. 2 No. 1 (2020): September ]]>
Publisher : <![CDATA[Faculty of Economics, Merdeka University Surabaya, Indonesia ]]>
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<![CDATA[This study aims to examine the influence of organizational culture and social capital on employee performance. The method used in this research is explanatory research with a quantitative approach. The sample used was 110 respondents. The sampling technique used was purposive sampling. Analysis of the data used in this study using descriptive statistics and the SPSS program. The results showed that organizational culture has a positive and significant effect on employee performance, and social capital has a positive and significant effect on employee performance. Organizational culture and social capital simultaneously have a positive and significant effect on employee performance.]]>
<![CDATA[Booster of Employee Loyalty: Application to Job Stress and Job Satisfaction of Bank Employees in East Java ]]>
<![CDATA[, Nurdina]]>;
<![CDATA[, Noerchoidah]]>;
<![CDATA[Estiasih, Soffia Pudji]]>;
<![CDATA[Soloty, Cindy Fransiskho]]>;
<![CDATA[Arsy, Tegar Muhammad]]>
<![CDATA[ Journal of Business and Management Review Vol. 5 No. 12 (2024): (Issue-December) ]]>
Publisher : <![CDATA[Profesional Muda Cendekia Publishing ]]>
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DOI: 10.47153/jbmr.v5i12.1302
<![CDATA[Research Aims: This study explores the direct and indirect effects of job stress on employee loyalty with the mediation of job satisfaction of bank employees in East Java. Design/methodology/approach: This research is explanatory. The research was conducted on bank employees in East Java, the population. Data was collected through questionnaires and purposive sampling. The number of samples required was 160 respondents. SmartPLS software is used to analyze data and answer research hypotheses. Research Findings: The results provide empirical evidence that job stress has no significant effect on job satisfaction, job satisfaction significantly affects employee loyalty, and job satisfaction can mediate between job stress and job satisfaction. Theoretical Contribution/Originality: The practical implications can be used as a consideration for banking management in generating employee loyalty.]]>
<![CDATA[THE INFLUENCE OF HELPFUL BRAND ACTION ON RELATIONSHIP VALUE PERCEPTION THROUGH BEHAVIOURAL BRAND ENGAGEMENT IN GOJEK APPLICATION USERS IN SURABAYA ]]>
<![CDATA[Harjanti, Dhyah]]>;
<![CDATA[Peerera, Alvian Daniswara Agusta]]>;
<![CDATA[Noerchoidah, Noerchoidah]]>;
<![CDATA[Wijayadne, Devi Rahnjen]]>
<![CDATA[ International Journal of Economics, Business and Accounting Research (IJEBAR) Vol 8, No 4 (2024): IJEBAR, VOL. 08 ISSUE 04, DECEMBER 2024 ]]>
Publisher : <![CDATA[LPPM ITB AAS INDONESIA (d.h STIE AAS Surakarta) ]]>
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DOI: 10.29040/ijebar.v8i4.15347
<![CDATA[Relationship value perception can be conceptualized as constructing a favorable relationship between a brand and its consumers. This is corroborated by the brand's beneficial actions, which facilitate consumer familiarity with the brand. This study aims to examine the influence of helpful brand action on relationship value perception through behavioural brand engagement in Go-Jek application users in Surabaya. A questionnaire was employed as the data collection technique, with a sample size of 350 respondents. This research utilizes a causal research design with quantitative methods. The data were analyzed using Smart PLS software. The findings indicate that helpful brand action affects behavioral brand engagement, that helpful brand action affects relationship value perception, and that behavioral brand engagement affects relationship value perception.]]>
<![CDATA[THE INFLUENCE OF HELPFUL BRAND ACTION ON RELATIONSHIP VALUE PERCEPTION THROUGH BEHAVIOURAL BRAND ENGAGEMENT IN GOJEK APPLICATION USERS IN SURABAYA ]]>
<![CDATA[Harjanti, Dhyah]]>;
<![CDATA[Peerera, Alvian Daniswara Agusta]]>;
<![CDATA[Noerchoidah, Noerchoidah]]>;
<![CDATA[Wijayadne, Devi Rahnjen]]>
<![CDATA[ International Journal of Economics, Business and Accounting Research (IJEBAR) Vol 8 No 4 (2024): IJEBAR, VOL. 08 ISSUE 04, DECEMBER 2024 ]]>
Publisher : <![CDATA[LPPM ITB AAS INDONESIA (d.h STIE AAS Surakarta) ]]>
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DOI: 10.29040/ijebar.v8i4.15347
<![CDATA[Relationship value perception can be conceptualized as constructing a favorable relationship between a brand and its consumers. This is corroborated by the brand's beneficial actions, which facilitate consumer familiarity with the brand. This study aims to examine the influence of helpful brand action on relationship value perception through behavioural brand engagement in Go-Jek application users in Surabaya. A questionnaire was employed as the data collection technique, with a sample size of 350 respondents. This research utilizes a causal research design with quantitative methods. The data were analyzed using Smart PLS software. The findings indicate that helpful brand action affects behavioral brand engagement, that helpful brand action affects relationship value perception, and that behavioral brand engagement affects relationship value perception.]]>
<![CDATA[Pengaruh Financial Management Behavior, Lifestyle, dan Self-Control terhadap Impulsive Buying Pengguna Buy Now Pay Later ]]>
<![CDATA[Dhyah Harjanti]]>;
<![CDATA[Pricilla Angelina Nur]]>;
<![CDATA[Noerchoidah]]>;
<![CDATA[Wilma Laura Sahetapy]]>
<![CDATA[ Majalah Ekonomi Vol 31 No 1 (2025): Juni 2025 ]]>
Publisher : <![CDATA[.Universitas PGRI Adi Buana ]]>
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DOI: 10.36456/majeko.vol31.no1.a10212
<![CDATA[Penelitian ini menyelidiki adopsi Buy Now Pay Later (BNPL), sebuah layanan pembayaran ditangguhkan yang memungkinkan konsumen untuk mendapatkan produk dengan segera dan melunasi pembayaran di kemudian hari. Penelitian ini berfokus pada bagaimana praktik manajemen keuangan dan pilihan gaya hidup individu memengaruhi perilaku pembelian impulsif, dengan kontrol diri yang diteliti sebagai faktor moderasi. Dengan menggunakan metode kuantitatif, data dikumpulkan dari 205 responden yang memenuhi kriteria tertentu, dan dianalisis menggunakan Partial Least Squares - Structural Equation Modeling (PLS-SEM). Hasil penelitian menunjukkan bahwa kebiasaan keuangan dan pola gaya hidup memainkan peran penting dalam mendorong pembelian impulsif. Selain itu, pengendalian diri ditemukan memoderasi kekuatan hubungan ini. Wawasan ini berkontribusi pada pemahaman yang lebih luas tentang pengaruh perilaku dan psikologis di balik konsumsi impulsif dalam konteks layanan BNPL. Investigasi di masa depan direkomendasikan untuk memasukkan variabel tambahan seperti literasi keuangan dan digital untuk memperdalam analisis perilaku keuangan konsumen kontemporer.]]>
<![CDATA[Transformasi Hijau UMKM: Penerapan Ecopreneurship Dan Technopreneurship Untuk Mendukung Keberlanjutan Usaha ]]>
<![CDATA[Wibowo, Tony Susilo]]>;
<![CDATA[Noerchoidah, Noerchoidah]]>;
<![CDATA[Suharyanto, Suharyanto]]>;
<![CDATA[Fariana, Rina]]>;
<![CDATA[Prasetyo, Aji]]>;
<![CDATA[Waryanto, Bambang Dwi]]>
<![CDATA[ Ekobis Abdimas Vol 6 No 1 (2025): Juni 2025 ]]>
Publisher : <![CDATA[Fakultas Ekonomi, Universitas PGRI Adi Buana Surabaya ]]>
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DOI: 10.36456/ekobisabdimas.6.1.10548
<![CDATA[Business sustainability in MSMEs requires efforts to increase competitiveness through ecopreneurship and technopreneurship approaches. The ecopreneurship approach prioritizes environmental management to provide economic and non-economic benefits to MSMEs. The technopreneurship approach prioritizes the use of digital devices to increase business efficiency. Community service in Sepanjang Village, Taman Subdistrict, provides insights, knowledge, and skills through assistance to MSMEs in the food, beverage, and fashion sectors. The socialization activities offer insight into waste management and the use of environmentally friendly containers. The technopreneurship approach uses the marketplace application to increase turnover and business efficiency. The activities conclude that the community service of the Faculty of Economics and Business provides direct benefits to MSME-level entrepreneurs and achieves the set targets by opening up insights and skills in the food, beverage, and fashion sectors in Sepanjang Village, Taman District.]]>
<![CDATA[The Influence of Flexible Working Arrangement on Employee Performance with Work Life Balance as a Mediation ]]>
<![CDATA[Harjanti, Dhyah]]>;
<![CDATA[Harryman, Ellen]]>;
<![CDATA[Noerchoidah]]>;
<![CDATA[Rossitika, Amanda Rizky]]>
<![CDATA[ Journal of Applied Management and Business Vol. 6 No. 1 (2025): Volume 6 No. 1, July. 2025 ]]>
Publisher : <![CDATA[Universitas Dinamika ]]>
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DOI: 10.37802/jamb.v6i1.1034
<![CDATA[Flexible working arrangement (FWA) is increasingly being implemented to improve operational efficiency and employee welfare. Technological advances support the implementation of FWA, but challenges in human resource management remain. Work-life balance is a key factor that influences employee performance in a flexible work system. The study analyzed the relationship between flexible working arrangements, work-life balance, and employee performance to better understand the mechanisms underlying this relationship. This study used purposive sampling with 305 respondents. Data were gathered by means of Google Form and analyzed using the SEM-PLS method. Flexible work arrangements have a positive but insignificant direct impact on employee performance. However, FWA significantly has positive impact on work-life balance, which in turn improves employee performance and enacts as a mediator in the correlation. This study found that FWA improves employee performance through work-life balance as a mediator. The implications of the study encourage the effective implementation of FWA, with recommendations for further research on demographic factors and industry sectors.]]>
<![CDATA[Employee Voice, Authentic Leadership, Innovative Work Behavior and Psychological Empowerment: A Multilevel Moderated Mediation ]]>
<![CDATA[Noerchoidah, Noerchoidah]]>;
<![CDATA[Istikhoroh, Siti]]>;
<![CDATA[Harjanti, Dhyah]]>;
<![CDATA[Wijayadne, Devi Rahnjen]]>;
<![CDATA[Wibowo, Tony Susilo]]>
<![CDATA[ Jurnal Aplikasi Bisnis dan Manajemen Vol. 11 No. 3 (2025): JABM Vol. 11 No. 3, September 2025 ]]>
Publisher : <![CDATA[School of Business, Bogor Agricultural University (SB-IPB) ]]>
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DOI: 10.17358/jabm.11.3.1011
<![CDATA[Background: The dynamics of the tourism industry require companies to continue to innovate. As the company spearhead, employees need to be encouraged to continue to demonstrate innovative work behavior. Purpose: This research explores the impact of authentic leadership and innovative work behavior, emphasizing the mediating role of employee voice and the moderating effect of psychological empowerment within the tourism industry in East Java. Design/methodology/approach: The type of research used is quantitative research with an explanatory approach, namely explaining the causal relationship between variables based on data collected through questionnaires. The study involved 217 respondents selected through a purposive sampling technique. The gathered data were analyzed using PLS-SEM.Findings/Result: The results showed that authentic leadership positively and significantly encourages employee voice, positively influencing innovative work behavior. In addition, employee voice can mediate authentic leadership and innovative work behavior. Psychological empowerment strengthens the influence of authentic leadership on innovative work behavior.Conclusion: Tourism industry management should promote openness and innovation among employees by positioning authentic leaders to foster an inclusive culture of innovation.Originality/value (State of the art): These findings offer valuable insights for tourism industry managers in East Java to enhance authentic leadership in fostering innovation. Keywords: authentic leadership, employee voice, innovative work behavior, psychological empowerment, tourism industry]]>
