Article Per Year (5 Year)
p-Index From 2021 - 2026
9.563
P-Index
This Author published in this journals
All Journal Optimum : Jurnal Ekonomi dan Pembangunan JSI: Jurnal Sistem Informasi (E-Journal) JMM17: Jurnal Ilmu Ekonomi dan Manajemen Palapa: Jurnal Study Keislaman dan Ilmu Pendidikan JURNAL MANAJEMEN INDUSTRI DAN LOGISTIK Media Mahardhika Jurnal Manajerial MANAZHIM JURNAL MANAJEMEN JURNAL LENTERA BISNIS BALANCE: Economic, Business, Management and Accounting Journal International Journal of Economics, Business and Accounting Research (IJEBAR) Dinasti International Journal of Education Management and Social Science Jurnal Ilmiah Edunomika (JIE) Al-Kharaj: Journal of Islamic Economic and Business Kontribusia : Research Dissemination for Community Development Jurnal Pembelajaran Pemberdayaan Masyarakat (JP2M) Community Development Journal: Jurnal Pengabdian Masyarakat Budapest International Research and Critics Institute-Journal (BIRCI-Journal): Humanities and Social Sciences Jurnal Bisnisman : Riset Bisnis dan Manajemen Jurnal Aktiva : Riset Akutansi dan Keuangan Didaktika: Jurnal Kependidikan International Journal of Business, Law, and Education Jurnal Senopati : Sustainability, Ergonomics, Optimization, and Application of Industrial Engineering DedikasiMU: Journal of Community Service Jurnal Teknologi dan Manajemen EKONOMIKA45 Journal Of Human And Education (JAHE) Jurnal Teknologi dan Manajemen Industri Terapan Sanskara Ekonomi dan Kewirausahaan Innovative: Journal Of Social Science Research Eastasouth Journal of Impactive Community Services West Science Journal Economic and Entrepreneurship West Science Interdisciplinary Studies Jurnal REKOMEN (Riset Ekonomi Manajemen) West Science Interdisciplinary Studies Riwayat: Educational Journal of History and Humanities West Science Social and Humanities Studies Journal of Managerial Sciences and Studies Jurnal Pengabdian Masyarakat dan Riset Pendidikan Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam IECON: International Economics and Business Conference Journal of Ekonomics, Finance, and Management Studies
Eva Desembrianita
Program Studi Magister Manajemen, Universitas Muhammadiyah Gresik
Religion Agriculture, Biological Sciences & Forestry Arts Humanities Civil Engineering, Building, Construction & Architecture Computer Science & IT Control & Systems Engineering Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Electrical & Electronics Engineering Engineering Environmental Science Health Professions Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Mathematics Medicine & Pharmacology Neuroscience Public Health Social Sciences Transportation Other

Published : 81 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 7 Documents
Search
Journal : MANAZHIM

 1 
Organizational Workforce Transformation: E-Government as a Bridge with Digital Capabilities and Monitoring Medias Yasar, M. Athok Ibnu; Soelistya, Djoko; Desembrianita, Eva
MANAZHIM Vol 6 No 1 (2024): FEBRUARI
Publisher : Manajemen Pendidikan Islam STIT Palapa Nusantara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36088/manazhim.v6i1.4511

Abstract

The concept of good government (good government governance) is one of the elements that must be intertwined with thE-Government and the private sector. The aim of this research is to determine the influence of E-Government and Employee Commitment on improving employee performance through Digital Competence at the Greater Surabaya General Election Supervisory Agency. This study uses a quantitative approach. The data collection technique used in this research is Google Form. Data analysis was carried out through direct and indirect influence tests. This test was carried out using the SmartPLS statistical program and looked at the total direct effect and indirect effect calculations. The results of this research are that employee commitment has a positive and significant direct influence on employee performance, employee commitment has a positive and significant direct influence on digital competence, digital competency has a positive and significant direct influence on employee performance, E-Government has an influence positive and significant direct influence on employee performance, while the indirect influence is that employee commitment has a positive and significant direct influence on employee performance through digital competency as mediation, and digital competency functions as partial mediation, and for E-Government it has a positive direct influence and significant to employee performance through digital competence as mediation, where competence functions as partial mediation. This means that the better the implementation of E-Government and Employee Commitment, the greater the increase in Digital Competence so that it can improve employee performance at the Greater Surabaya General Election Supervisory Agency.
Resolution of Employee Performance: The Influence of Organizational Culture and Competency with Transformational Leadership Style as Mediation Risnawati, Evi; Soelistya, Djoko; Desembrianita, Eva
MANAZHIM Vol 6 No 1 (2024): FEBRUARI
Publisher : Manajemen Pendidikan Islam STIT Palapa Nusantara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36088/manazhim.v6i1.4513

Abstract

The research aims to analyze the influence of organizational culture and competence on employee performance through transformational leadership style as a mediating variable at PT Swabina Gatra. The type of research used in this research is quantitative research. The sampling technique used in this research was non-probability sampling with saturated samples. The population and sample in this research were 150 employees. The results of this study show that organizational culture has a positive and significant influence on employee performance, competence does not have a positive and significant influence on employee performance, organizational culture has a positive and significant influence on transformational leadership style, competence does not have a positive and significant influence on leadership style transformation, and transformational leadership style have a positive and significant influence on employee performance, while the indirect influence of organizational culture on performance through transformational leadership style shows full mediation because the indirect influence is greater than the direct influence of organizational culture, and for the indirect influence of competence on employee performance through a transformational leadership style shows partial mediation because the direct influence is greater. Therefore, it is necessary to pay attention to the transformational leadership style to influence organizational culture by maintaining consistency and carrying out company commitments well, while the opportunities to increase competency given to employees are sufficient and need to be maintained fairly.
The Significance of Work Motivation: The Impact of Organizational Culture and Work Environment on Employee Performance Nugraha, Bambang Achmad; Soelistya, Djoko; Desembrianita, Eva
MANAZHIM Vol 6 No 1 (2024): FEBRUARI
Publisher : Manajemen Pendidikan Islam STIT Palapa Nusantara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36088/manazhim.v6i1.4514

Abstract

The objective of this study is to ascertain and examine the impact of Organizational Culture and Work Environment on Employee Performance, with Work Motivation serving as an intermediary factor. This study employs quantitative methodologies. The study sample included all individuals employed by the hospital. The study used a purposive sampling strategy, specifically targeting personnel who were neither general practitioners nor specialists. The whole study sample consisted of 130 participants. Statistical tests were conducted using path analysis with the SEM-PLS software 4. Source of information: Primary data was collected by the distribution of questionnaires, which were sent to and returned from 130 respondents. The findings of this study suggest that both Organizational Culture and Work Environment have a favorable and substantial direct impact on employee performance. Work has a favorable and substantial direct impact on motivation, and work motivation in turn exerts a favorable and substantial direct impact on employee performance. The impact of organizational culture on employee performance is mediated by motivation. This mediation is fully positive, as the indirect influence of organizational culture through motivation is greater than its direct influence. Similarly, the work environment affects performance through motivation, with the mediation being fully positive as well, as the direct influence is stronger. Given its limited indirect impact, it is desirable for Gresik Hospital to maintain and enhance a good corporate culture, while also striving to provide a favorable work environment that fosters motivation and ultimately maximizes employee performance.
The Influence of Organizational Culture and Job Training on Employee Performance Through Job Satisfaction as a Mediating Variable Azhari, Muhammad Hanafi; Soelistya, Djoko; Desembrianita, Eva
MANAZHIM Vol 6 No 1 (2024): FEBRUARI
Publisher : Manajemen Pendidikan Islam STIT Palapa Nusantara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36088/manazhim.v6i1.4515

Abstract

The development of the business world is very fast, as is the case with the food industry. This dynamic development means that companies are required to provide optimal results in order to have good competitiveness. The aim of this research is to examine the influence of organizational culture and job training on employee performance through job satisfaction as a mediating variable. The research method uses a quantitative approach through questionnaires distributed to employees in the packing oil department in various oil and gas industry companies. The population and sample used were 141 respondents. The results of this research show that organizational culture has a positive and significant direct influence on employee performance, job training has a positive and significant direct influence on employee performance, organizational culture has a positive and significant direct influence on job satisfaction, job training has a direct influence. positive and significant on employee performance, job satisfaction has a positive and significant direct influence on employee performance, while the indirect influence is that organizational culture has a positive and significant direct influence on employee performance through job satisfaction as mediation, and job satisfaction functions as partial mediation , and job training have a positive and significant direct influence on employee performance through job satisfaction as mediation, and job satisfaction functions as partial mediation. Therefore, increase job training with external parties and increase job satisfaction by creating programs for character development, so that employee performance can increase.
Ensuring Employee Productivity: Utilizing Job Satisfaction as Mediating Pinandita, Satria; Soelistya, Djoko; Desembrianita, Eva
MANAZHIM Vol 6 No 1 (2024): FEBRUARI
Publisher : Manajemen Pendidikan Islam STIT Palapa Nusantara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36088/manazhim.v6i1.4517

Abstract

The objective of this study is to analyse the factors that impact employee performance, namely the effect of remuneration and punishment, with satisfaction acting as a mediating factor. The study used a quantitative research methodology, focusing on a population of workers. The sample size consisted of 200 respondents. The research findings indicate that Compensation, Discipline, and Job Satisfaction have a direct and substantial effect on employee performance. Additionally, work discipline positively and significantly influences job satisfaction. However, Compensation does not have a positive and significant impact on Job Satisfaction. The mediation analysis demonstrates that employee satisfaction plays a crucial role in fully mediating the impact of compensation and discipline on employee performance. Therefore, in order to enhance performance, it is imperative to prioritise employee satisfaction in the workplace and also pay close attention to employee compensation and work discipline.
Dynamics of Employee Performance: The Influence of Compensation and Organizational Culture Through Motivation as a Mediator at PT Mana Jaya Makmur Mojokerto Suparman, Suparman; Santoso, Rahmat Agus; Desembrianita, Eva
MANAZHIM Vol 6 No 1 (2024): FEBRUARI
Publisher : Manajemen Pendidikan Islam STIT Palapa Nusantara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36088/manazhim.v6i1.4518

Abstract

The aim of this research is to examine the influence of compensation and organizational culture on employee performance with motivation as a mediating variable at PT Mana Jaya Makmur Mojokerto. The type of research used in this research is quantitative research with the population and sample in this research being company employees totaling 300 respondents. The results of the research show that compensation does not have a positive and significant effect on employee performance, organizational culture has a positive and significant effect on employee performance, compensation and organizational culture have a positive and significant effect on motivation, and motivation has a positive and significant effect, while the effect is indirect. Compensation for organizational performance through motivation and motivation can function as a full mediation considering that the indirect influence is greater than direct care, but work culture on employee performance does not require motivation as a mediator because the direct influence is greater, so it is very important to pay attention to the need for existing motivation. provided and increased through allowances.
The Role of Social Support and Academic Infrastructure on Student Learning Achievement with Learning Intensity Hidayatullah, M. Iqbal; Surianto, Moh. Agung; Desembrianita, Eva
MANAZHIM Vol 6 No 1 (2024): FEBRUARI
Publisher : Manajemen Pendidikan Islam STIT Palapa Nusantara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36088/manazhim.v6i1.4521

Abstract

This research is based on the research gap between the involvement of social support and academic infrastructure on student learning achievement. High or low social support has no effect on learning achievement, but if it is mediated by learning intensity, there is an influence on learning achievement. The aim of the research is to examine the influence of Social Support and Academic Infrastructure on Academic Achievement with mediation in the form of Learning Intensity for Muhammadiyah University Gresik students. The location of the research was at Muhammadiyah University Gresik which has a population of 5,411 people. This research uses quantitative methods with a population of all Muhammadiyah University Gresik students, using Stratified Random Sampling for each faculty. The number of samples obtained was 372 respondents. The results of this research show that (1) Social Support does not have a significant influence on Learning Achievement, (2) Academic Infrastructure has a significant influence on Learning Achievement, (3) Learning Intensity has a significant influence on Learning Achievement, (4) Social Support also influences Learning Intensity, ( 5) Academic Infrastructure has a significant effect on Learning Achievement, (6) For the results of the indirect effect test through the mediating variable Learning Intensity, Social Support has a significant effect on Learning Achievement with the mediation of Learning Intensity, (7) Academic Infrastructure has a significant effect on Learning Achievement with the mediation of Intensity.
Co-Authors A. Asrijal Achmad Abdul Azis Achmad Zahruddin Adi Masliardi Agus Suharyanto Agus Sunatha Putra Agus Tapaningsih, Weni Indah Doktri Ahmad Sholikin Ainil Mardiah Ambar Kusuma Astuti Anggardha Adi Septa Apay Safari* Arie Indarwanto Arief Nuryana Arief Nuryana Arifin, Moch Zainul Arifin, Syaadiah Asfahani Asfahani Asnawati Asnawati Asnawati Asnawati Ayu Listya Anggraini Azhari, Muhammad Hanafi Bambang Amir Alhakim Basnendar Herry Prilosadoso Basnendar Herry Prilosadoso Bram B Baan Brave Angkasa Sugiarso Budi Witjaksana, Budi Ch. Mamuaya, Nova chomarindariyana chomarindariyana Dahlia Husain Damaris Y. Koli Dewi Maharani Dhety Chusumastuti Diah Fauzia Zuhroh Didik Supriyanto Djoko Soelistya Donny Juliandri Prihadi Dyah Ayu Suryaningrum Egidius Fkun Elmi Firda Azifatul Muhibbah Enzovani, Senna Eva Yuniarti Utami F. Risallah Fajriani Azis Fauziah Nur Hutauruk Fenny Frans Sudirjo Frans Sudirjo Frans Sudirjo Gatot Wijayanto GS , Achmad Daengs Hariyono Hariyono Hariyono Hariyono Haruni Ode Helda Yusita Hendri Khuan Heni Agustina Heppi Syofya, Heppi HERY PURNOMO Hidayatullah, M. Iqbal Ika Agustina Ikram Yakin Ilham Akbar Imam Hanafi Indriana Indriana Indriyani Indriyani Irine Diana Sari W Ivonne Ayesha Iwan Harsono Jamaluddin Majid Johni Eka Putra Judijanto, Loso Julinta Paulina Jumadi Jumadi Kartika Sari Khoirul Anwar Khuan, Hendri Kurniawan Dedy Lailatul Fitriyah Lailatul Loso Judijanto M. Zai, Yovita Yulia Maharani, Dewi Mahjudin . Mahjudin Mahjudin Mahjudin Mahjudin Mahmudin, Tono Malikul Adil Malikul Adil Maulana, Muhammad Fikri Megawati Munir Nur Mesak Yandri Masela Moch Zainul Arifin Mochklas, Mochamad Moh. Agung Surianto Mohammad Tajuddin Mu'minatus Sholichah Muhammad Adi Dafit Muhammad Fikri Maulana Muhammad Fikri Maulana Muhammad Hery Santoso Muhammad Rosyihuddin Muhammad Sabir Muhammad Sabir Muhammad Sabir Mukhamad Basofi Sudirman Mukminatus Solichah Muminatus Sholichah Nampira, Ardi Azhar Nazriah, Ainun Nety Novita Hariyani Nirwanto Maruf Noneng R Sukatmadiredja Novilia, Fitri Nugraha, Bambang Achmad Nur, Megawati Munir Nuraini Nuraini Nuraini Nuraini Nursalim Palembang, Septianti Permatasari Prilosadoso, Basnendar Herry Putra , Johni Eka Putra, Johni Eka Putra, Wira Pramana Radnan, Yokie Rahmat Agus Santoso Rahmat Aji Nur Yakin rahmi setiawati Ramdhan Kurniawan Restu Auliani Reza Fahlevi Lubis Rieneke Ryke Kalalo Rina Rifqie Mariana Rina Yuniarti, Rina Rini Novianti Risnawati, Evi Rooholelm, Vahid RR. Ella Evrita Hestiandari Rudy Haryanto Rudy Irwansyah Rusdianto Rusdianto, Rusdianto Sari W, Irine Diana Sari, Efti Novita Satria Pinandita Sella Antesty Selvianus Salakay Senja Clara Santi Septa Intiar Septianti Permatasari Palembang Setyawan, Antonius Ary Sherly Ernawaty Susanto Sholikin, Ahmad Siti Helmyati Sitti Aminah Sri Mulyono Suhardi Suhardi Sukaris Sulistyo Budi Utomo Sumarwanto Sunarni Sunarni Suparman Suparman Surya Yetni Suwandana, I Made Adi Suyoto Suyoto Suyoto suyoto Syahril Syamsu Rijal Syamsul Arifin Syarifuddin Syarifuddin Taleghani, Mohammad Tarjono, Tarjono Tienni Mariana Simanjorang Titik Purwanti Tono Wartono Tri Aldiyanto Putra Triasmono Triasmono Tulus Martua Sihombing Tumirin Ulil Abshor Al Al Khikam Warindra, Ade Septiarisna Wartono, Tono Wasik, Zainul Weni Indah Doktri Agus Tapaningsih Wijayanti, Tri Cicik Wisang, Paulus Nong Yasar, M. Athok Ibnu Yeni Yeni Yokie Radnan Yudhi Arifani Yuliana, Ana Yusita, Helda Yusuf Iskandar ZA, Saida Zainurossalamia Zahruddin, Achmad Zainal Arifin Zainal Arifin Zulharman Zulharman