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All Journal JURNAL RUMPUN MANAJEMEN DAN EKONOMI JURNAL ILMIAH EKONOMI, MANAJEMEN, BISNIS DAN AKUNTANSI Jurnal Intelek Insan Cendikia
Edy Krisyanto
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Religion Chemistry Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Mathematics Social Sciences

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ANALISIS PERAN KOMUNIKASI DALAM MENINGKATKAN KINERJA KARYAWAN STARBUCKS RESERVE GANDARIA CITY JAKARTA SELATAN Junafin Aji; Edy Krisyanto
Jurnal Intelek Insan Cendikia Vol. 2 No. 3 (2025): MARET 2025
Publisher : PT. Intelek Cendikiawan Nusantara

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Abstract

Penilitian ini bertujuan untuk mengetahui peran komunikasi dalam meningkatkan Kinerja Karyawan Starbucks Reserve Gandaria City Jakarta Selatan. Penelitian ini menggunakan metode deskriptif kualitatif, dengan Teknik pengumpulan data yaitu wawancara, Focus Group Discussion (FGD), dokumentasi dan observasi, dengan mewawancarai 6 informan karyawan Starbucks Reserve Gandaria City Jakarta Selatan dengan minimal masa kerja yaitu 1 tahun. Dari hasil penelitian perusahaan memfasilitasi media komunikasi yaitu  Darwin,Zenput dan media penunjang lainnya, melalui peran komunikasi ditemukan ketidak tebukaanya dakam komunikasi yang berjalan karna merasa kesulitan hal ini dapat menyembabkan berkurangnya kinerja karyawan. Penelitian ini mengguanakan Teknik anlisa SWOT, dari hasil Analisa SWOT yang digunakan menggunakan sumber eksternal dan internal, kelemahan, kekuatan, peluang dan ancaman. Masalah komunikasi menunjukan pada kuadran kesatu yang berarti dapat memperbesar pertumbuhan dan dapat memberikan keuntungan, dari hasil yang anliasan yang dilakukan ditemukan peran komunikasi berpengaruh terhadap nilai tambah bagi perusahaan
Pengaruh Tingkat Kepuasan Kerja Dan Kompensasi Kerja Terhadap Kinerja Karyawan Hotel Santika Premiere Slipi – Jakarta Barat Conny Ramanda; Edy Krisyanto
JURNAL ILMIAH EKONOMI, MANAJEMEN, BISNIS DAN AKUNTANSI Vol. 2 No. 6 (2025): November
Publisher : CV. KAMPUSA AKADEMIK PUBLISING

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61722/jemba.v2i6.1578

Abstract

The purpose of this study is to determine the effect of Job Satisfaction Level and Job Compensation on Employee Performance at Hotel Santika Premiere Slipi, West Jakarta, both partially and simultaneously. This study uses a quantitative method with data collection techniques through primary data in the form of observation and questionnaires, as well as secondary data obtained from literature studies. The sampling technique used is saturated sampling with a total of 38 employees as respondents. Data assessment is carried out using a Likert scale, while data analysis uses research instrument tests, classical assumption tests, multiple linear regression analysis, and t and F hypothesis tests. The results show that the Level of Job Satisfaction has a positive and significant effect on Employee Performance with a regression equation of Y = 5.731 + 1.134X₁, a calculated t value of 34.314> t table 1.985 and a significance of 0.000 <0.05, and a coefficient of determination of 70.1%. This shows that the higher the level of job satisfaction felt by employees, the better the performance produced. Meanwhile, Work Compensation does not have a significant effect on Employee Performance, with a calculated t value of -0.261 < t table 1.985 and a significance of 0.795 > 0.05, which means that compensation is not the main factor determining performance improvement. Simultaneously, Job Satisfaction Level and Work Compensation have a significant effect on Employee Performance with a regression equation of Y = 5.731 + 1.134X₁ - 0.006X₂, a calculated F value of 1015.722 > F table 3.10 and a significance of 0.000 < 0.05. The coefficient of determination (R²) value of 0.701 indicates that 70.1% of employee performance variations can be explained by the two independent variables, while the remaining 29.9% is influenced by other factors outside this study.
PENGARUH REKRUTMEN DAN PENEMPATAN KERJA TERHADAP KEPUASAN KERJA PEGAWAI DEVISI SDM DI KEMENTERIAN KEHUTANAN JAKARTA PUSAT Cindy Fantika Sari; Edy Krisyanto
JURNAL RUMPUN MANAJEMEN DAN EKONOMI Vol. 2 No. 6 (2025): November
Publisher : CV. KAMPUS AKADEMIK PUBLISHING

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61722/jrme.v2i6.7012

Abstract

This study aims to examine the influence of recruitment and job placement on employee job satisfaction at the Ministry of Forestry, Central Jakarta. Human resources are a strategic factor that determines organizational success. Effective recruitment is expected to produce employees with the right competencies, while appropriate job placement can maximize employee potential in supporting the achievement of organizational goals. However, challenges remain, such as the decline in recruitment quality and job mismatches, which affect employee satis-faction levels.This research employs a quantitative approach using a survey method by distributing questionnaires to 56 respondents. The collected data were analyzed using validity and reliability tests, classical assumption tests, simple linear regression, and multiple linear regression with the help of SPSS version 26. The results show that recruitment has a positive and significant effect on job satisfaction, with a significance value of 0.001 < 0.05. Job placement also has a positive and significant effect, with a significance value of 0.000 < 0.05. Simul-taneously, both variables strongly influence job satisfaction, indicated by a cor-relation coefficient (R) of 0.675 and a coefficient of determination (R²) of 0.456. This means that recruitment and job placement explain 45.6% of job satisfaction, while the remaining percentage is influenced by other factors not included in this study.The findings highlight the importance of implementing transparent and pro-fessional recruitment, as well as job placement that matches employees’ back-grounds and competencies. Continuous improvement in both aspects is expected to enhance employee satisfaction, motivation, and performance within the Minis-try of Forestry, Central Jakarta.
PENGARUH BUDAYA ORGANISASI DAN DISIPLIN KERJA TERHADAP KINERJA PEGAWAI PADA BALAI BESAR METEOROLOGI, KLIMATOLOGI, DAN GEOFISIKA WILAYAH II, TANGERANG SELATAN Syifa Auliya Suherman; Edy Krisyanto
JURNAL RUMPUN MANAJEMEN DAN EKONOMI Vol. 2 No. 6 (2025): November
Publisher : CV. KAMPUS AKADEMIK PUBLISHING

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61722/jrme.v2i6.7037

Abstract

This study aims to determine the effect of Organizational Culture and Work Discipline on Employee Performance at the the Center for Meteorology, Climatology and Geophysics Region II, South Tangerang. The method used is quantitative methods. The population in this study were employees at the Meteorology, Climatology, and Geophysics Center Region II, South Tangerang. With a total of 60 people. This data collection technique is carried out by taking objects from samples called sampling or respondents, the sampling method using the Saturated Sample Technique. the research sample is 60 respondents. The data analysis method used in the study includes instrument testing consisting of validity testing, reliability testing, classical assumption testing consisting of normality testing, multicollinearity testing, autocorrelation testing, heteroscedasticity testing, multiple linear regression testing, correlation coefficients, determination coefficient tests, hypothesis testing consisting of partial t tests and simultaneous f tests. From the results of this study it can be concluded that Organizational Culture has a positive and significant influence on employee performance with a value of > or or (6.435 > 2.002) and is reinforced with a significance value of 0.000 <0.05. Thus, Ho1 is rejected and Ha1 is accepted. Work Discipline has a positive and significant influence on Employee Performance with a value of > or (6.010 > 2.002) and is strengthened with a significance value of 0.000 < 0.05. Thus, Ho2 is rejected and Ha2 is accepted. Organizational Culture and Work Discipline have a positive and significant influence on Employee Performance with a value of > or (25.534 > 3.16) and is strengthened with a significance value of 0.000 < 0.05. Thus, Ho3 is rejected and Ha3 is accepted. Organizational Culture and Work Discipline on Employee Performance have an effect Y = 10.976 + 0.434 X1 + 0.299 X. The result of the R-square value (determination coefficient) is 0.473, it can be concluded that the variables of Organizational Culture (X1) and Work Discipline (X2) together have a contribution to the influence of the Employee Performance variable (Y) of 47.3% while the remaining 52.7% is influenced by other factors or variables that are not studied..
Co-Authors Cindy Fantika Sari Conny Ramanda Junafin Aji Syifa Auliya Suherman