Articles
<![CDATA[Role Ambiguity, Role Conflict Dan Role Overload Sebagai Prediktor Cyberloafing Behavior ]]>
<![CDATA[Sih Darmi Astuti]]>;
<![CDATA[Tito Aditya Perdana]]>;
<![CDATA[Almira Santi Samasta]]>;
<![CDATA[Rauly Sijabat]]>
<![CDATA[ E-Bisnis : Jurnal Ilmiah Ekonomi dan Bisnis Vol 16 No 1 (2023): JURNAL ILMIAH EKONOMI DAN BISNIS ]]>
Publisher : <![CDATA[STEKOM PRESS ]]>
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DOI: 10.51903/e-bisnis.v16i1.1131
<![CDATA[Cyberloafing behavior is a form of withdrawal deviance in the workplace which is increasingly surfacing along with technological developments. Cyberloafing behavior not only has a positive impact but also has a negative impact on the company. To maximize the positive impact and minimize the negative impact, this research has an urgency to examine predictors that can explain the occurrence of cyberloafing behavior. The study was conducted using employees from various companies in various industries as research samples. The results of this study indicate that cyberloafing behavior is explained by role ambiguity, role conflict and role overload.]]>
<![CDATA[Locus Of Control Meningkatkan Kinerja Pegawai Persepsi Dukungan Organisasi Meningkatkan Keterikatan Pegawai ]]>
<![CDATA[Nafila Rizqu Latifa]]>;
<![CDATA[Sih Darmi Astuti]]>
<![CDATA[ E-Bisnis : Jurnal Ilmiah Ekonomi dan Bisnis Vol 16 No 2 (2023): JURNAL ILMIAH EKONOMI DAN BISNIS ]]>
Publisher : <![CDATA[STEKOM PRESS ]]>
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DOI: 10.51903/e-bisnis.v16i2.1132
<![CDATA[The purpose of this study was to determine the effect of locus of control and perceptions of organizational support on employee performance with employee engagement and proactive work behavior as intervention variables in DP3AP2KB Central Java Province. This study uses a quantitative descriptive which describes the condition of the facts with the data collected from a questionnaire based on direct observation of the Central Java Province DP3AP2KB. The population in the study included all DP3AP2KB Central Java Province workers, totaling 101 workers and the analysis technique used was multiple linear regression analysis, using SPSS Version 24, and it was found that locus of control had the strongest influence on improving employee performance. Perceived organizational support will also improve employee performance through proactive behavior of employees, because perceived organizational support is found to be unable to directly influence employee performance.]]>
<![CDATA[Supervision and Fingerprint Attendance as Dominant Factors in Enhancing Work Discipline ]]>
<![CDATA[Fymelia Nova Arifeny]]>;
<![CDATA[Sih Darmi Astuti]]>
<![CDATA[ International Journal of Economics, Management and Accounting Vol. 1 No. 2 (2024): June : International Journal of Economics, Management and Accounting ]]>
Publisher : <![CDATA[Asosiasi Riset Ekonomi dan Akuntansi Indonesia ]]>
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DOI: 10.61132/ijema.v1i2.115
<![CDATA[This research analyzes the influence of supervision, compensation, and the application of fingerprint attendance on work discipline at PT. Chocomory Cokelat Persada, Semarang Regency, a part of the Cimory Group. Although previous studies have highlighted the importance of these factors, there remains a gap in understanding their complex interactions. This study aims to fill this gap by examining the simultaneous effects of supervision, compensation, and fingerprint attendance on work discipline. Utilizing a quantitative approach, in determining the sample using the purposive sampling method. Data were collected from 125 employees from production operator and warehouse operator through online google form questionnaire and analyzed using Structural Equation Modeling (SEM) with SmartPLS 4. The findings reveal that supervision significantly improves work discipline. The implementation of fingerprint attendance systems positively impacts work discipline. Conversely, compensation does not significantly effect on work discipline. These results suggest that effective supervision and advanced attendance systems are crucial for fostering a disciplined workforce, whereas compensation alone may not be as impactful. The study provides valuable insights for resource management practitioners and researchers, offering strategies to enhance work discipline and improve organizational success.]]>
<![CDATA[The Role of E-Performance in Improving Employee Performance Through Motivation ]]>
<![CDATA[Regita Fitriana]]>;
<![CDATA[Sih Darmi Astuti]]>
<![CDATA[ International Journal of Economics, Management and Accounting Vol. 1 No. 2 (2024): June : International Journal of Economics, Management and Accounting ]]>
Publisher : <![CDATA[Asosiasi Riset Ekonomi dan Akuntansi Indonesia ]]>
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DOI: 10.61132/ijema.v1i2.116
<![CDATA[This research aims to analyze the role of e-performance in improving employee performance through motivation at the Inspectorate of Central Java Province. This research is a type of quantitative research method with field observation and questionnaire. The population in this study is 141 employees. In determining the sample using the census sampling method. Out of a total of 141 employees, only 113 employees were used as respondents in this research. The data collection technique is carried out by distributing questionnaires that have been tested for validity and reliability, questionnaires distributed online through Google form and physical questionnaires distributed directly to respondents. The data analysis method used consisted of descriptive analysis, evaluation of the outer model, evaluation of the inner model, and evaluation of indirect effects (mediation). The data analysis tool in this study uses SmartPLS 3.0 software. The results of this study indicate that e-performance has a positive effect on employee performance, competence does not have a positive effect on employee performance, motivation has a positive effect on employee performance, e-performance has a positive effect on motivation, competence has a positive effect on motivation, e-performance has a positive effect on employee performance through motivation, and competence has a positive effect on employee performance through motivation.]]>
<![CDATA[EFFECT OF ISLAMIC WORK ETHICS ON JOB PERFORMANCE: MEDIATING ROLE OF INTRINSIC MOTIVATION ]]>
<![CDATA[Ud Din, Maaz]]>;
<![CDATA[Khan, Faisal]]>;
<![CDATA[Khan, Usman]]>;
<![CDATA[Kadarningsih, Ana]]>;
<![CDATA[Astuti, Sih Darmi]]>
<![CDATA[ IJIBE (International Journal of Islamic Business Ethics) Vol 4, No 2 (2019): September 2019 ]]>
Publisher : <![CDATA[UNISSULA ]]>
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DOI: 10.30659/ijibe.4.2.676-688
<![CDATA[The determination of this research is to examine the effect of Islamic work ethics on job performance and intrinsic motivation. This study also try to investigate the mediating role of intrinsic motivation on the association between Islamic Work Ethics and job performance. Nonprobability sampling, method was used. Data were collected through adopted questionnaires from 310 teachers of different Universities situated in Malakand Division, KP-Pakistan. SPSS and AMOS were used for Statistical tests. Empirical results indicate that there is a significant positive association between Islamic work ethics, Job performance and intrinsic motivation. The study determined that the idea of Islamic work ethics works as a therapy for the emergent ethical crisis of education sector of Pakistan which should be pervaded in organizational culture for sustainable job performance and growth. Further, study explain that intrinsic motivation mediates the association between Islamic Work Ethics and Job Performance. Implications and upcomingstudy recommendations are discuss in the conclusion.]]>
<![CDATA[How Does Green Human Resource Management Improve Sustainable Organizational Performance in Public Services? ]]>
<![CDATA[Astuti, Sih Darmi]]>;
<![CDATA[Riyanto, Fery]]>;
<![CDATA[Demircioglu, Aytekin]]>
<![CDATA[ Jurnal Manajemen Bisnis Vol. 14 No. 2: September 2023 ]]>
Publisher : <![CDATA[Universitas Muhammadiyah Yogyakarta ]]>
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DOI: 10.18196/mb.v14i2.18160
<![CDATA[Research Aims: The issues, such as global warming, increasing levels of pollution, increasing carbon, and climate change, make it mandatory for all organizations to strive to preserve the environment and work for the welfare of society. The aim to be achieved in this study was to explore the practice of green human resource management (GHRM) and its contribution to increasing sustainable organizational performance (SOP) through green service innovation (GSI) in the local government organizations of Semarang City, Indonesia.Design/Methodology/Approach: This research used a quantitative method. The data in this study were collected using closed online questionnaires for the leaders of the civil servants in each regional government organization in Semarang City. The data analysis employed the Structural Equation Model-Partial Least Square (SEM-PLS) utilizing the software of Smart PLS 3.Research Findings: The results of the data analysis demonstrated that all proposed hypotheses were accepted. It has been proven that GHRM and GSI could, directly and indirectly, improve SOP in Semarang City Government through the primary indicator of the vision of developing environmental management and services for the community and environmentally friendly digital service innovations.Theoretical Contribution/Originality: GSI could mediate the relationship between GHRM and SOP. In addition, this study revealed that the digital elements of public services in GSI enormously increased SOP.Practitioners/Policy Implications: The results have been good news for leaders in public service organizations with different policies on becoming sustainable organizations and preserving environmentally friendly practices in serving the community.Research Limitations/Implications: The authors recognize that the current study has limitations. This research only focused on organizational performance. Since the authors see that GHRM and GSI practices play a decisive role for employees, this study recommends further research to investigate the role of GHRM and GSI on employee performance.]]>
<![CDATA[Government Policy as a Determining Factor in Improving MSMEs Performance : (Case study of MSMEs in Semarang City) ]]>
<![CDATA[Shiva Devira Andzani]]>;
<![CDATA[Sih Darmi Astuti]]>
<![CDATA[ International Journal of Economics, Management and Accounting Vol. 1 No. 3 (2024): September : International Journal of Economics, Management and Accounting ]]>
Publisher : <![CDATA[Asosiasi Riset Ekonomi dan Akuntansi Indonesia ]]>
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DOI: 10.61132/ijema.v1i3.134
<![CDATA[This research aims to analyze the role of human resource competencies, entrepreneurial characteristics, innovation, and government policies in improving business performance in MSMEs, especially in the culinary sector of the city of Semarang. This research is a type of quantitative research method using data collection techniques in the form of questionnaires. The population in this study was 3,291 MSMEs. In determining the sample using the purposive sampling method. Of the total 3,291 MSMEs, only 110 Culinary MSMEs were used as respondents in this research. The data collection technique is carried out by distributing questionnaires whose validity and reliability have been tested. The questionnaires are distributed online via google form. The data analysis method used consists of descriptive analysis, outer model evaluation, and inner model evaluation. The data analysis tool in this research uses smartpls 3.0 software. The results of this research show that innovation has a positive effect on business performance. Government policies have a positive effect on business performance. Human resource competency has a negative effect on business performance. Entrepreneurial characteristics have a negative effect on business performance ]]>
<![CDATA[Exploring a Home Bias-Free Area on the Expected Return Frontier ]]>
<![CDATA[Waluyo, Dwi Eko]]>;
<![CDATA[Astuti, Sih Darmi]]>;
<![CDATA[Prayitno, Agus]]>;
<![CDATA[Ramasamy, Suganthi]]>
<![CDATA[ Business Management Analysis Journal (BMAJ) Vol 7, No 2 (2024): Business Managament Analysis Journal (BMAJ) ]]>
Publisher : <![CDATA[Universitas Muria Kudus ]]>
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DOI: 10.24176/bmaj.v7i2.13513
<![CDATA[The aim of this research is to evaluate the efficient frontier of the Expected Value (EV) model for the top five stocks on the Malaysian and Indonesian stock markets. The study will explain that the identified home bias-free area can be better understood through the efficient frontier of a combined portfolio of stocks from both markets. The method involves comparing the efficient frontier graphs of the EV model, calculated using linear programming concepts with the SOLVER add-in. It was found that the optimal expected return on the Indonesian market yields better results with lower relative risk for each level of return achieved. The efficient frontier of the combined stocks from both countries also provides a better explanation of how to avoid home bias, as indicated by the identified home bias-free area. The portfolio results from combining stocks yield higher returns compared to the portfolios from each individual market and also exhibit a better coefficient of variation.To make the research findings more comprehensive, future studies could utilize broader return windows, such as weekly or monthly.]]>
<![CDATA[Pengaruh Teamwork dan Retensi terhadap Kinerja dengan Kepuasan sebagai Variabel Intervening pada CV. Laksana Karoseri ]]>
<![CDATA[Rafiif, Benizar]]>;
<![CDATA[Darmi Astuti, Sih]]>;
<![CDATA[Prayitno, Agus]]>
<![CDATA[ Jurnal Dinamika Ekonomi dan Bisnis Vol 21, No 2 (2024) ]]>
Publisher : <![CDATA[Universitas Islam Nahdlatul Ulama Jepara ]]>
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DOI: 10.34001/jdeb.v21i2.6427
<![CDATA[The success of a company is largely determined by the company's success in managing its human resources in achieving company goals. The main objective of this research is to analyze the influence of teamwork, employee retention on employee performance with job satisfaction as an intervening variable in CV. Like Karoseri Ungaran, Central Java with a total of 227 employees. The sample in this study was 100 people, due to the focus on the preparation section. The analytical tools used in this research are the outer model and inner model with the help of Partial Least Square (PLS). PLS is a Structural equation model Equation Modeling (SEM). The results of this research show that teamwork has a significant positive effect on employee performance. Employee retention has a significant positive effect on employee performance. Teamwork has a significant positive effect on employee satisfaction. Employee retention has a significant positive effect on employee satisfaction. Job satisfaction has a significant positive effect on employee performance. Teamwork is significant and indirectly influences employee performance through job satisfaction. This means that it is proven that teamwork has an indirect influence on employee performance through employee job satisfaction]]>
<![CDATA[Pelatihan Penyusunan Anggaran Berbasis Kinerja dan Kerjasama Tim Karyawan Klinik Sari Medika Ambarawa ]]>
<![CDATA[Dian Prawitasari]]>;
<![CDATA[Sih Darmi Astuti]]>;
<![CDATA[Ana Kadarningsih]]>
<![CDATA[ Jurnal Pengabdian Masyarakat Waradin Vol. 5 No. 1 (2025): Jurnal Pengabdian Masyarakat Waradin ]]>
Publisher : <![CDATA[Sekolah Tinggi Ilmu Ekonomi Pariwisata Indonesia Semarang ]]>
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DOI: 10.56910/wrd.v5i1.565
<![CDATA[Sari Medika Ambarawa Clinic is a company in the health sector with service as the key to company performance. Problems that occur at the Sari Medika Ambarawa Clinic include difficulties in determining the next budget period, resulting in shortages of medicines and goods which can reduce the profits of the Sari Medika Ambarawa Clinic. Apart from that, another problem is the lack of cooperation between employees which causes relations between employees to become less solid and harmonious. Training on budget preparation and collaboration between employees is training that is right on target in solving problems that occur at the Sari Medika Ambarawa Clinic. There are four stages in this training, namely the lecture stage, question and answer stage, discussion stage and simulation or practice stage. The results of the training showed that employees from division nine were able to make a budget per division for the next period. Meanwhile, the results of collaboration training between employees have made Sari Medika Ambarawa Clinic employees more enthusiastic about working and relationships between employees have become solid and harmonious.]]>
