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All Journal Journal Competency of Business Jurnal Kajian Ilmu Pendidikan (JKIP) Journal of International Conference Proceedings
Nerys Lourensius L. Tarigan
STIE IEU Yogyakarta
Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Electrical & Electronics Engineering Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Social Sciences Other

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Peran Perhatian Orangtua Dan Lingkungan Teman Sebaya Terhadap Prestasi Belajar Siswa Di Masa Pandemi Thomas Aquinas Radito; Nerys Lourensius L. Tarigan; Putri Charina Br Tarigan
Jurnal Kajian Ilmu Pendidikan (JKIP) Vol. 2 No. 2 (2022): Jurnal Kajian Ilmu Pendidikan (JKIP)
Publisher : Lembaga Riset dan Inovasi Almatani

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55583/jkip.v2i2.247

Abstract

Merebaknya varian Omicron memaksa pemerintah untuk segera mengambil keputusan terkait pembelajaran tatap muka, apakah akan dilakukan secara offline, online atau hybrid. Selama wabah Covid-19 belum mereda, peran orang tua masih sangat penting dalam menentukan prestasi belajar anaknya dengan membimbing kelangsungan belajar siswa di rumah. Peran orang tua masih sangat dibutuhkan karena bagaimanapun orang tua adalah pendidik utama dan pertama. Prestasi belajar juga tergantung pada hubungan teman sebaya. Fungsi teman sebaya adalah untuk mengajarkan budaya, mengajarkan mobilitas sosial, dan membantu peran sosial lainnya, yang pada saat ini anak akan sangat dipengaruhi oleh lingkungan sekitarnya, terutama lingkungan teman sebaya. Penelitian ini menguji pengaruh perhatian orang tua dan lingkungan teman sebaya terhadap prestasi belajar siswa. Penelitian dilakukan terhadap 150 mahasiswa yang selama pandemi melakukan kuliah online dari rumah bersama orang tuanya. Hasil pengujian dengan Regresi Berganda menunjukkan bahwa perhatian orang tua dan lingkungan teman sebaya berpengaruh signifikan terhadap prestasi belajar dengan pengaruh perhatian orang tua sebesar 0,314 signifikan pada 0,000 dan pengaruh lingkungan teman sebaya sebesar 0,272 signifikan pada 0,001. Kata kunci: Covid-19, Omicron, Prestasi Belajar, Perhatian Orang Tua, Lingkungan Teman Sebaya.
Empowerment of Lurik Woven Small and Medium Enterprises to Face the Global Market with Multi Disciplines Edy Prayitno; Uyuunul Mauidzoh; Wahyu Eka Priana Sukmawaty; Nerys Lourensius L. Tarigan
Journal of International Conference Proceedings (JICP) Vol 3, No 2 (2020): Proceedings of the 7th International Conference of Project Management (ICPM) Man
Publisher : AIBPM Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (52.232 KB) | DOI: 10.32535/jicp.v0i0.934

Abstract

Lurik fabrics, fabrics in the form of lines, are one of Indonesia's traditional woven fabrics that must get support to survive in competition with other fashion products, both nationally and globally. The complexity of the problems faced by small and medium industries engaged in weaving requires support from various scientific fields, namely industrial engineering, fashion, management, and information technology. In general, the support provided is to increase the quality and quantity of products produced, improve management, and expand the marketing network. Each of these divisions provides direct technical support in accordance with existing concrete problems. The industrial engineering division rearranged the production space so that it is more comfortable, safe and conducive to work. The Clothing Department provides training in the manufacture of derivative products from striated fabrics, so that derivative products with high economic value will be produced to be marketed. The Management Division improves the management of financial records and marketing planning, as well as the management of Intellectual Property Rights for their lurik motives. Information technology department, created a website for wider information dissemination, and created an online shop in several existing marketplaces. Some of the results of this assistance include a neatly arranged production room, a production machine with a production capacity of 2 times as much; 6 employees master the manufacture of derivative products with 3 product variants; 5 Intellectual Property Rights for lurik motives; 1 active website; 2 online shops. Overall, these activities have increased the quality and quantity of production produced, as well as market expansion.
TRANSPARANSI GAJI DAN KESETARAAN PENGUPAHAN: TREN BARU DALA KEADILAN KOMPENSASI Shalahuddin; Nerys Lourensius L. Tarigan
Journal Competency of Business Vol. 10 No. 1 (2026): Journal Competency of Business
Publisher : Program Studi Manajemen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47200/jcob.v10i1.3815

Abstract

Salary transparency and pay equity have become central issues in human resource management due to increasing demands for compensation fairness, organizational accountability, and the reduction of gender-based pay gaps. This article aims to examine the concepts, theoretical foundations, empirical evidence, and managerial implications of salary transparency as an instrument of compensation justice. This study applies a conceptual literature review of reputable academic articles, international reports, and recent regulations related to pay transparency. The review shows that salary transparency is not limited to disclosing pay amounts; it also includes openness in compensation processes, job criteria, salary ranges, pay gap audits, and corrective mechanisms for pay inequity. Recent studies indicate that salary transparency can reduce gender pay gaps, strengthen perceptions of organizational justice, and improve employer accountability. However, its effectiveness depends on policy design, data quality, public accessibility of information, and organizational readiness to correct pay structures. Salary transparency without job evaluation systems, compensation communication, and corrective mechanisms may create resistance, social comparison conflict, or unproductive pay compression. This article recommends a gradual approach through compensation audits, job-based pay structures, communication of pay criteria, gender pay gap reporting, and data-driven corrective actions.
Co-Authors Edy Prayitno Putri Charina Br Tarigan Radito, Thomas Aquinas Shalahuddin Uyuunul Mauidzoh Wahyu Eka Priana Sukmawaty