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All Journal JURNAL MANAJEMEN INDUSTRI DAN LOGISTIK Ekuilibrium : Jurnal Ilmiah Bidang Ilmu Ekonomi Inovasi: Jurnal Ilmiah Ilmu Manajemen Jurnal Pengabdian Dharma Laksana Abdi Laksana : Jurnal Pengabdian Kepada Masyarakat Jurnal Ekonomi Efektif Jurnal PADMA: Pengabdian Dharma Masyarakat INTERNATIONAL JOURNAL OF EDUCATION, INFORMATION TECHNOLOGY, AND OTHERS Jurnal Abdi Masyarakat Humanis International Journal of Entrepreneurship and Business Management Journal of Artificial Intelligence and Digital Business Jurnal PERKUSI: Pemasaran, Keuangan dan Sumber Daya Manusia Jurnal Ilmiah Ekonomi dan Manajemen Jurnal Pengabdian kepada Masyarakat : Kreasi Mahasiswa Manajemen JURNAL RUMPUN MANAJEMEN DAN EKONOMI
Hamsinah Hamsinah
Universitas Pamulang
Religion Humanities Chemistry Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Electrical & Electronics Engineering Engineering Environmental Science Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Mathematics Social Sciences Transportation Other

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Pengaruh Lingkungan Kerja Terhadap Kinerja Karyawan pada PT Sinar Citra Abadi di Jakarta Dede Sobari; Hamsinah Hamsinah
Jurnal Ilmiah PERKUSI Vol 2, No 2 (2022): PERKUSI
Publisher : Universitas Pamulang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32493/j.perkusi.v2i2.19614

Abstract

Penelitian ini bertujuan untuk mengetahui pengaruh pelatihan kerja terhadap kinerja karyawan pada PT Surya Pratama Service di Jakarta.Metode yang digunakan adalah explanatory research dengan sampel sebanyak 97 responden. Teknik analisis menggunakan analisis statistik dengan pengujian regresi, korelasi, determinasi dan uji hipotesis.Hasil penelitian ini variabel Pelatihan Kerja diperoleh nilai rata-rata skor sebesar 3,407 dengan kriteria baik. Variabel kinerja karyawan diperoleh nilai rata-rata skor sebesar 3,838 dengan kriteria baik. Pelatihan Kerja berpengaruh positif dan signifikan terhadap kinerja karyawan dengan nilai persamaan regresi Y = 9,129 + 0,859X, dan nilai koefisien korelasi 0,775 atau memiliki tingkat hubungan yang kuat dengan nilai determinasi 60,1%. Uji  hipotesis diperoleh signifikansi 0,000 < 0,05.
Peningkatan Guru Melalui Pelatihan Kewirausahaan Menggunakan Metode BMC di Pondok Pesantren Al-Mujtama Al-Islami Cianjur Muhammad Zaki Zulfahmi; Dwi Rahmad Sholihin; Merry Dwi Arlina Primayanti; Gia Relista; Mukrodi Mukrodi; Endang Sugiarti; Hamsinah Hamsinah
Jurnal Pengabdian kepada Masyarakat : Kreasi Mahasiswa Manajemen Vol 3, No 3 (2023): Jurnal Pengabdian kepada Masyarakat : Kreasi Mahasiswa Manajemen
Publisher : Unpam Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32493/kmm.v3i3.33355

Abstract

Kegiatan Pengabdian Kepada Masyarakat ini adalah untuk melaksanakan salah satu Tri Dharma perguruan tinggi yang memiliki tujuan (1) memberikan cara pandang bahwa ada banyak peluang disekeliling kita untuk dijadikan sebuah bisnis, (2) Bagaiman cara menarik pelanggan secara online, (3) Memberikan pelatihan mengenai hal-hal apa saja yang perlu diperhatikan dalam mengembangkan bisnis online,  (4) Serta memberikan pelatihan kewirausahaan menggunakan metode BMC. Metode Kegiatan Pengabdian Kepada Masyarakat ini menggunakan metode sosialisasi, pelatihan  serta melakukan tanya jawab. Pelatihan Pengabdian Kepada Masyarakat ini melibatkan beberapa mahasiswa magister manajemen di Universitas Pamulang yang didampingi oleh dosen pendamping dari Priodi Manajemen serta para Guru-guru di Pondok Pesantren Al-Mujtama Al-Islami Cianjur. Dengan adanya kegiatan Pengabdian Kepada Masyarakat ini diharapkan dapat memberikan manfaat kepada Guru-Guru di Pondok Pesantren Al-Mujtama Al-Islami Cinajur terutama dibidang kewirausahaan berbasis bisnis online menggunakan Teknik atau metode BMC
ANALISIS KAPABILITAS, KOMUNIKASI INTERNAL, DAN IKLIM ORGANISASI TERHADAP KREATIVITAS SDM DALAM MENINGKATKAN KINERJA KARYAWAN DI PT ATOM JAYA MAKMUR KOTA TANGERANG Juhaeri Juhaeri; Hamsinah Hamsinah; Ali Zaenal
JURNAL ILMIAH EKONOMI DAN MANAJEMEN Vol. 4 No. 4 (2026): April
Publisher : CV. KAMPUS AKADEMIK PUBLISING

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61722/jiem.v4i4.9411

Abstract

This thesis research aims to test and analyze the Analysis of Capability, Internal Communication, and Organizational Climate on HR Creativity in Improving Employee Performance at PT Atom Jaya Makmur Kota Tangerang. The type of research used is associative quantitative. The research population uses 217 companies registered with the company PT Atom Jaya Makmur Kota Tangerang. The sampling process uses simple random sampling, are obtained which are used in this study. The research data is then processed using Smart PLS 4 Software. The analysis method used is Outer Loading Factor showing that in each indicator, the outerloading factor has a value> 0.70, Convergent Validity shows a value greater than 0.70 that each variable statement is valid. The Coefficient of Determination test on the Performance model shows an R-square value of 0.745 which means that the contribution of Capability, Internal Communication and Organizational Climate to HR Creativity is 74.5% while the remaining 25.5% is a contribution from other variables outside the study. The significance test for capability (X1) showed a T-statistic of 7.617, greater than 1.96, and a P-value of 0.000, less than 0.05. The significance of the relationship between internal communication (X2) was supported by a T-statistic of 5.458, greater than 1.96, and a P-value of 0.002. The relationship between organizational climate (X3) was significant, with a T-statistic of 4.443, greater than 1.96, and a P-value of 0.000. The relationship between performance (Z) and HR creativity (Y) was significant, with a T-statistic of 5.142, greater than 1.96, and a P-value of 0.002. The measurement results for each variable indicated a significant influence of each variable on performance. Therefore, the study, entitled "Analysis of Capability, Internal Communication, and Organizational Climate on HR Creativity in Improving Employee Performance at PT Atom Jaya Makmur, Tangerang City," concluded.
The Role of Organizational Citizenship Behaviour (OCB) , Intrinsic Motivation and Job Satisfaction on Employee Performance of Online Shop Moh. Sutoro; Hamsinah Hamsinah; Denok Sunarsi
Jurnal Manajemen Industri dan Logistik Vol. 7 No. 2 (2023): 10 original research articles were authored/co-authored by 35 authors from 1 co
Publisher : Politeknik APP Jakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30988/jmil.v7i2.1149

Abstract

The purpose of this study was to analyze the relationship of OCB to employee performance, intrinsic motivation to employee performance and job satisfaction to employee performance.Online questionnaire given to respondents who are online shop employees. Through the Whatsapp network, questionnaires were distributed. While literature, books, and websites used as a secondary data source. The population used consisted of 2013 permanent employees from all online shops . This research uses probability sampling method by using simple random sampling as the sampling method. Due to the large number of respondents, the number of samples in this study was calculated using the Slovin equation and the number of respondents who became the sample was 103 people. In this study, the analysis uses structural equation modeling (SEM) with data processing tools using smartPLS 3.0 software. The results of this study are OCB has a positive impact on employee performance, intrinsic motivation has a positive impact on employee performance and job satisfaction has a positive effect on employee performance.
ANALISIS PERAN KOMPETENSI, PELATIHAN DAN BUDAYA ORGANISASI TERHADAP KINERJA PEGAWAI MELALUI KEPUASAN KERJA PADA KEMENTERIAN LINGKUNGAN HIDUP Evitasari Evitasari; Hamsinah Hamsinah; Umi Rusilowati
JURNAL RUMPUN MANAJEMEN DAN EKONOMI Vol. 3 No. 3 (2026): Mei
Publisher : CV. KAMPUS AKADEMIK PUBLISHING

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61722/jrme.v3i3.10280

Abstract

Abstract. This study aims to analyze the role of training competencies and organizational culture on employee performance through job satisfaction at the Ministry of Environment. The high demands for precision and workload in the public sector serve as the primary background for examining the factors that drive civil servant productivity. The research method used was quantitative with a descriptive and causal approach. Data were collected through questionnaires distributed to 328 respondents, employees of the Ministry of Environment. The data analysis technique used Structural Equation Modeling (SEM) based on Partial Least Squares (PLS) to test direct and indirect relationships between variables. The results showed that of the seven proposed hypotheses, five were accepted and two were rejected. Partially, Organizational Culture had a positive and significant effect on Job Satisfaction and Employee Performance. Competence and Training were shown to have a significant positive effect on Employee Performance, but not on Job Satisfaction. Furthermore, Job Satisfaction has been shown to have a significant positive influence on Employee Performance and acts as a mediating variable, particularly in the relationship between Organizational Culture and Performance. Interesting findings in this study indicate inequalities in compensation (Tukin) and workload, although overall employee performance remains in the very good category. It is recommended that agencies conduct an evaluation of their environmental information systems to close technical gaps and improve training methods to be more practical/simulation-based to optimize employees' growth mindset potential. Keywords: Competence, Training, Organizational Culture, Job Satisfaction, Employee Performance, SEM-PLS
Analysis of the GROW Coaching Model Program in Developing High-Performing Employees Etty Erikawati; Hamsinah Hamsinah; Agustina Mogi
International Journal of Entrepreneurship and Business  Management Vol. 5 No. 1 (2026)
Publisher : Asosiasi Dosen Peneliti Ilmu Ekonomi dan Bisnis Indonesia (ADPEBI)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54099/ijebm.v5i1.1851

Abstract

This study aims to analyze the Coaching program and the implementation of the GROW conversation model (Goal, Reality, Options, and Will) at PT Bank Maybank Indonesia Tbk. as a human resource development strategy to enhance employee performance and develop high-performing employees. The program also serves as the Bank’s effort to foster adaptive and competitive talent capable of meeting the evolving demands of the banking industry. A qualitative approach with an ethnographic method was employed through direct observation, in-depth interviews, and source triangulation involving managerial informants and key informants from the Human Capital division. The findings indicate that the GROW-based Coaching program contributes to increased motivation, employee engagement, self-awareness, problem-solving capabilities, adaptability, and leadership readiness. However, the program's implementation continues to face challenges, including a limited number of qualified Internal Coaches, variations in coaches’ understanding and application of the GROW model, and a lack of an effective monitoring and evaluation system. To strengthen coaching outcomes, the study highlights the importance of integrating SMART Goal principles (Specific, Measurable, Achievable, Relevant, and Time-bound) into every stage of the GROW framework to ensure that coaching objectives are clear, measurable, and aligned with organizational goals. The study also reveals that psychological safety, particularly during the Reality stage, plays a critical role in fostering open communication and encouraging employees to identify solutions independently.
Analisis Pengaruh Kepemimpinan, Lingkungan Kerja dan Budaya Organisasi Terhadap Kinerja melalui Motivasi Kerja pada Pemerintah Kabupaten Nias Barat Prestasi Zebua; Mukrodi Mukrodi; Hamsinah Hamsinah
RIGGS: Journal of Artificial Intelligence and Digital Business Vol. 5 No. 2 (2026): Mei-Juli
Publisher : Prodi Bisnis Digital Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/riggs.v5i2.11569

Abstract

Penelitian ini bertujuan menganalisis pengaruh kepemimpinan, lingkungan kerja, dan budaya organisasi terhadap kinerja pegawai melalui motivasi kerja pada Pemerintah Kabupaten Nias Barat. Penelitian menggunakan pendekatan kuantitatif dengan desain eksplanatori. Sampel sebanyak 335 pegawai dipilih menggunakan non-probability sampling dengan teknik purposive sampling. Data dianalisis menggunakan Structural Equation Modeling-Partial Least Squares (SEM-PLS) melalui SmartPLS 4, meliputi evaluasi outer model, inner model, serta pengujian pengaruh langsung dan tidak langsung. Hasil penelitian menunjukkan bahwa kepemimpinan, lingkungan kerja, dan budaya organisasi berpengaruh positif dan signifikan terhadap motivasi kerja. Lingkungan kerja, budaya organisasi, dan motivasi kerja juga berpengaruh positif dan signifikan terhadap kinerja pegawai. Sebaliknya, kepemimpinan tidak berpengaruh signifikan secara langsung terhadap kinerja. Pengujian mediasi memperlihatkan bahwa motivasi kerja mampu memediasi secara positif dan signifikan pengaruh kepemimpinan, lingkungan kerja, dan budaya organisasi terhadap kinerja. Temuan tersebut menunjukkan bahwa peningkatan kinerja aparatur tidak hanya ditentukan oleh kualitas kepemimpinan, kondisi lingkungan kerja, dan budaya organisasi secara langsung, tetapi juga bergantung pada kemampuan organisasi dalam membangun motivasi pegawai. Oleh karena itu, Pemerintah Kabupaten Nias Barat perlu mengevaluasi praktik kepemimpinan, meningkatkan kenyamanan dan dukungan lingkungan kerja, memperkuat nilai-nilai budaya organisasi, serta mengembangkan kebijakan motivasi melalui penghargaan, pengembangan karier, pemenuhan kebutuhan kerja, dan evaluasi kinerja yang berkelanjutan secara terarah dan konsisten.
The Influence of Total Quality Management (TQM) and Organizational Culture on Employee Job Satisfaction that Impacts Employee Performance (Case Study on Cooperatives in South Tangerang City) Hamsinah Hamsinah; Denok Sunarsi; Umi Narimawati; Afzal Sayed Munna; Avinash Pawar
EKUILIBRIUM : JURNAL ILMIAH BIDANG ILMU EKONOMI Vol 18 No 2 (2023): September
Publisher : Universitas Muhammadiyah Ponorogo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24269/ekuilibrium.v18i2.2023.pp156-168

Abstract

This study aims to determine the effect of total quality management and organizational culture on employee job satisfaction with employee performance as an intervening variable. This research uses quantitative research, which is based on data that can be calculated to produce a strong quantitative interpretation. The data analysis technique used is PLS version 3.0 (Partial Least Square) software which is a variant-based structural equation analysis (Structural Equation Model) and can perform measurement model testing as well as structural model testing. The population and sample in this study were cooperatives in the South Tangerang area. The technique used in this study was the Simple Random Sampling Technique. And the sample used in this study were 191 employees in the South Tangerang Cooperative. With the results of the study that total quality management has a significant effect on employee job satisfaction because the t-statistic value is 19,056 > 1,652 while the latent variable on organizational culture has an effect on the contribution to the latent variable on employee job satisfaction with a statistical value of 14,351 > 1,652. While the latent variable total quality management has no significant effect on employee performance because the value is 1.281 < 1.652. And the organizational culture variable has an effect on employee performance with a t-statistic value of 4.214 > 1.652. And for the variable employee job satisfaction has an effect on employee performance with a value of 5.115> 1.652.
Co-Authors ., Mukrodi Abdul Rahpin Afzal Sayed Munna Agung Nugroho Agustina Mogi Ali Zaenal Andika Rachman Junianto Arsid Arsid Avinash Pawar Bedali Gulo Dede Sobari Denok Sunarsi Dwi Rahmad Sholihin E Nurzaman AM Eko Yulianto Endang Sugiarti Erlangga, Heri Etty Erikawati Evitasari Evitasari Gia Relista Hendry Juli Widodo Hilmi Fabeta Pratama Intan Permata Hati Juhaeri Juhaeri Khayatun Nufus Masno Marjohan Merry Dwi Arlina Primayanti Moh. Sutoro Muhammad Zaki Zulfahmi Mukhlis Catio Nardi Sunardi Nurjaya Nurjaya Prestasi Zebua Raden Mohamad Herdian Bhakti Rofiq Noorman Haryadi Rusilowati, Umi Santi Santi Sarwani Sarwani Umi Narimawati Yayan Sudaryana Yosep Hendaris Yusnita Ika Puspitarin