Article Per Year (5 Year)
p-Index From 2021 - 2026
7.018
P-Index
This Author published in this journals
All Journal Signifikan : Jurnal Ilmu Ekonomi JURNAL ECONOMIA Jurnal Administrasi Bisnis Jurnal Manajemen Bisnis Media Ekonomi dan Manajemen Fokus Bisnis Binus Business Review Jurnal Manajemen & Supervisi Pendidikan Jurnal Ilmiah Ekonomi dan Bisnis Jurnal Abdimas BSI: Jurnal Pengabdian Kepada Masyarakat AKSIOLOGIYA : Jurnal Pengabdian Kepada Masyarakat Journal of Economic, Bussines and Accounting (COSTING) JRMSI - Jurnal Riset Manajemen Sains Indonesia Anterior Jurnal Bisma: Jurnal Bisnis dan Manajemen JURNAL EDUCATION AND DEVELOPMENT Ekuilibrium : Jurnal Ilmiah Bidang Ilmu Ekonomi JOURNAL OF APPLIED BUSINESS ADMINISTRATION International Journal of Applied Business Research Journal of Leadership in Organizations Jurnal Ekonomi Manajemen Sistem Informasi Journal of Management and Leadership Jurnal Akuntansi Journal of Management and Bussines (JOMB) Jurnal Pengabdian kepada Masyarakat Studi Ilmu Manajemen dan Organisasi Jurnal Abdimas Bina Bangsa Jurnal Abdimas Ekonomi dan Bisnis INVOICE : JURNAL ILMU AKUNTANSI Jurnal Ekonomika Dan Bisnis Journal of Comprehensive Science Journal of Indonesian Economy and Business Jurnal Manajemen dan Pemasaran Jasa Jurnal Ilmiah MEA (Manajemen, Ekonomi, dan Akuntansi) Jurnal Pengabdian Pada Masyarakat Indo-Fintech Intellectuals: Journal of Economics and Business Jurnal Perspektif Manajerial dan Kewirausahaan (JPMK) Mutiara: Multidiciplinary Scientifict Journal Masyarakat Mandiri: Jurnal Pengabdian Dan Pembangunan Lokal J-CEKI ABDIMAS NUSANTARA
Ahmad Azmy
Universitas Paramadina
Religion Aerospace Engineering Agriculture, Biological Sciences & Forestry Arts Humanities Astronomy Automotive Engineering Biochemistry, Genetics & Molecular Biology Chemical Engineering, Chemistry & Bioengineering Chemistry Civil Engineering, Building, Construction & Architecture Computer Science & IT Control & Systems Engineering Decision Sciences, Operations Research & Management Dentistry Earth & Planetary Sciences Economics, Econometrics & Finance Education Electrical & Electronics Engineering Energy Engineering Environmental Science Health Professions Immunology & microbiology Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Materials Science & Nanotechnology Mathematics Mechanical Engineering Medicine & Pharmacology Neuroscience Nursing Physics Public Health Social Sciences Transportation Veterinary Other

Published : 70 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 9 Documents
Search
Journal : Binus Business Review

 1 
Mengembangkan Human Resource Management yang Strategis untuk Menunjang Daya Saing Organisasi: Perspektif Manajemen Kinerja (Performance Management) di Bank Syariah Azmy, Ahmad
Binus Business Review Vol 6, No 1 (2015): Binus Business Review
Publisher : Bina Nusantara University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21512/bbr.v6i1.989

Abstract

This article discusses performance management in sharia banks related to human resources. The method used is descriptive in providing a comprehensive explanation based on factual data. Performance management in sharia banks should be applied based on the characteristics of human resources by sharia. The characteristics of the human resources required by sharia banks are different from conventional banks. Human resources in sharia banks should have different performance indicators to conventional banks. Performance indicators serve as a guide in the process of implementing sustainability performance as an effort of sharia banking in the banking industry in Indonesia.
Pengembangan Kompetensi Sumber Daya Manusia untuk Mencapai Career Ready Professional di Universitas Tanri Abeng Azmy, Ahmad
Binus Business Review Vol 6, No 2 (2015): Binus Business Review
Publisher : Bina Nusantara University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21512/bbr.v6i2.971

Abstract

This article discusses the development of competence in achieving organizational goals. This research discusses how the competence development of human resources in achieving the organizations motto, that is Career Ready Proffesional in Tanri Abeng University. This research objective is to analyze the organizations role in developing the human resource competencies in achieving organizational goals. The method used is descriptive. This research compared the theories related to the topic of research with applications that have been carried out and reinforced by previous studies. The results showed that development of human resource competencies needs to be done in achieving organizational goals. Organizational development and change must be done simultaneously and measured the results within a certain time. Both processes require competencies that are required by all members of the organization. Increased competence can be done by providing the process of knowledge transfer between members of the organization. The key of success is the commitment and communication.
Pengembangan Kompetensi Sumber Daya Manusia untuk Mencapai Career Ready Professional di Universitas Tanri Abeng Ahmad Azmy
Binus Business Review Vol. 6 No. 2 (2015): Binus Business Review
Publisher : Bina Nusantara University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21512/bbr.v6i2.971

Abstract

This article discusses the development of competence in achieving organizational goals. This research discusses how the competence development of human resources in achieving the organization's motto, that is Career Ready Proffesional in Tanri Abeng University. This research objective is to analyze the organization's role in developing the human resource competencies in achieving organizational goals. The method used is descriptive. This research compared the theories related to the topic of research with applications that have been carried out and reinforced by previous studies. The results showed that development of human resource competencies needs to be done in achieving organizational goals. Organizational development and change must be done simultaneously and measured the results within a certain time. Both processes require competencies that are required by all members of the organization. Increased competence can be done by providing the process of knowledge transfer between members of the organization. The key of success is the commitment and communication.
Mengembangkan Human Resource Management yang Strategis untuk Menunjang Daya Saing Organisasi: Perspektif Manajemen Kinerja (Performance Management) di Bank Syariah Ahmad Azmy
Binus Business Review Vol. 6 No. 1 (2015): Binus Business Review
Publisher : Bina Nusantara University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21512/bbr.v6i1.989

Abstract

This article discusses performance management in sharia banks related to human resources. The method used is descriptive in providing a comprehensive explanation based on factual data. Performance management in sharia banks should be applied based on the characteristics of human resources by sharia. The characteristics of the human resources required by sharia banks are different from conventional banks. Human resources in sharia banks should have different performance indicators to conventional banks. Performance indicators serve as a guide in the process of implementing sustainability performance as an effort of sharia banking in the banking industry in Indonesia.
Employee Engagement Factors in A Higher Education Institution Ahmad Azmy
Binus Business Review Vol. 10 No. 3 (2019): Binus Business Review
Publisher : Bina Nusantara University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21512/bbr.v10i3.5857

Abstract

This reseach analyzed factors that correlated with employee engagement in a higher education institution. The object of this research was the lecturers and employees with the total of 100 people. There were measured on how to produce academic quality accompanied by excellent service to students. Dimensions used were compensation, leadership and organizational planning, culture and corporate communication, job environment, supervisory relationships, employee satisfaction and training, development, and resources. The process of collecting data was through the questionnaires. The research method used Confirmatory Factor Analysis (CFA). In the results, all dimensions used have a significant influence on employee engagement because of p-values <0,05 and t-tables > t-statistics. The supervisor relationship dimension has the highest correlation of 66,5%, and employee satisfaction has the lowest correlation of 13,8%. Higher education institutions must increase employee engagement to maintain productivity and performance. Employee engagement is one of the keys to the success of educational institutions to produce exceptional academic quality and services for the entire academic community.
How Great are Implication Factors for Employee Engagement in Application-Based Technology Company? Ahmad Azmy
Binus Business Review Vol. 13 No. 2 (2022): Binus Business Review
Publisher : Bina Nusantara University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21512/bbr.v13i2.7932

Abstract

Dimensions of organizational culture, training and development, job environment, and supervisor relationship have implications for employee engagement. Employee engagement is needed to produce high-quality work results in the application company. The purpose of the research was to analyze the factors with implications for employee engagement. The research objective was an application-based technology company in Indonesia. The sampling approach used a stratified method. Then, the number of respondents was 100 people. Meanwhile, the analysis method applied Partial Least Square (PLS). The results reveal that four variables have implications for employee engagement. The training and development dimension has the highest implications for employee engagement. The company must implement organizational culture in accordance with its core business values. Then, the conduciveness of the work environment must be increased to provide a positive psychological effect for employees. Similarly, supervisor relationships must be well maintained to monitor the work process. These four variables prove that the application-based technology company needs an increase in employee engagement to generate new business ideas. Innovation and creativity can be generated through employee engagement. The conclusion is that application-based technology company must pay attention to the application of culture organization and the sustainability of training and development programs, provide a comfortable job environment, and maintain supervisor relationships with their employees.
The Roles of Organizational Commitment, Emotional Intelligence, and Job Satisfaction for Improving Employee Performance at a Construction Company Ahmad Azmy
Binus Business Review Vol. 14 No. 3 (2023): Binus Business Review
Publisher : Bina Nusantara University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21512/bbr.v14i3.9809

Abstract

The research analyzed the influence of organizational commitment, emotional intelligence, and job satisfaction on employee performance. It aimed to determine the variables with the most significant influence on employee performance. The respondent of the research was a construction company where employee performance had an important role in ensuring long-term business sustainability. The research applied a quantitative research with purposive sampling techniques. The number of respondents used as a research database were 100 people. Then, the influence of these variables was analyzed using Partial Least Square (PLS). The research results show that organizational commitment, emotional intelligence, and job satisfaction have a positive effect on employee performance. Job satisfaction is found to have the highest impact on employee performance. The research makes a positive contribution to the body of knowledge by analyzing the influence of organizational commitment, emotional intelligence, and job satisfaction on employee performance. Organizations need to increase organizational commitment and emotional intelligence of their employees because the sustainability of an organization’s business is very dependent on the performance of its employees. Then, business quality is determined by commitment and emotional intelligence which influence employee performance comprehensively. Meanwhile, job satisfaction is a concern focused on companies for the stability of employee performance. It is hoped that the research provides positive recommendations for the company and emphasize the central role of employee performance in the success of its business.
The Role of Authentic Leadership and Organizational Commitment to Reduce Turnover Intention in Digital Company Ahmad Azmy; Sina Mauludi
Binus Business Review Vol. 15 No. 2 (2024): Binus Business Review
Publisher : Bina Nusantara University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21512/bbr.v15i2.10502

Abstract

The research analyzed the relationship between authentic leadership, organizational commitment, and turnover intention. The problem was that technology companies experienced an increase in turnover intention. It was unique in analyzing the causality of turnover intention through aspects of leadership and commitment. The research analyzed the direct and indirect effects of reducing turnover, conducted on digital companies operating in the consulting services sector. Purposive sampling was used as a sampling technique. Data collection was carried out using a questionnaire distributed via Google Forms with a total of 111 respondents. The research findings indicate that authentic leadership influences organizational commitment. Furthermore, organizational commitment has a negative influence on turnover intention. In addition, the indirect effect of authentic leadership on turnover intention is mediated by organizational commitment. Hence, it is essential for companies to increase employee commitment throughout the organization. Business organizations must pay attention to the phenomenon of turnover instruction. Meanwhile, employee turnover has a negative effect on the quality of business processes. The turnover instruction problem is a classic problem faced by every company. Aspects of leadership and organizational commitment must be the main factors in reducing turnover. The long-term success of a business is determined by the contribution and productivity of its employees. Turnover intentions can be reduced through implementing authentic leadership and consistently increasing organizational commitment.
Predictors of Employee Performance at Electronic Manufacturing Company: Job Satisfaction as Mediation Ahmad Azmy; Hitler Sigalingging
Binus Business Review Vol. 16 No. 1 (2025): Binus Business Review
Publisher : Bina Nusantara University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21512/bbr.v16i1.11954

Abstract

Performance results can ensure a long-term business sustainability. Performance can be achieved with key factors in the scope of leadership, culture, and motivation. The research analyzed the effects of work motivation, transformational leadership, and organizational culture on employee performance, mediated by job satisfaction. The research focused on examining both direct and indirect implications within the model. The research was conducted in automotive manufacturing companies. The sampling technique employed purposive sampling, targeting employees with at least one year of tenure and those directly involved in business processes. Data collection was carried out using a questionnaire distributed via Google Forms, with a total of 177 respondents. Then, Structural Equation Modeling - Partial Least Squares (SEM-PLS) was used for hypothesis testing within the research model. The findings reveal that work motivation and organizational culture significantly affect job satisfaction, whereas transformational leadership does not. Job satisfaction positively influences employee performance. Then, work motivation and organizational culture indirectly impact employee performance through job satisfaction. However, transformational leadership does not have an indirect effect on employee performance through job satisfaction. The formation of job satisfaction can act as a generator for achieving high-quality performance. The implementation of transformational leadership should be evaluated against leadership styles that meet organizational needs. Motivation and culture should be considered key factors in enhancing employee performance.
Co-Authors AGUNG PRIYONO Agung Setiawan, Tri Agung Surya Dwianto Ahmad Badawi Saluy Ahmad Badawi, Ahmad Al Hakim, Lukman Alfian, Rendi Anggraeti, Yanti Anita Munir, M.Fin Antoni Ludfi Arifin Antoni Ludfi Arifin Apriliani, Meitri Arief Adhykusuma Arifin, Antoni Ludfi Astania, Levira AYU LESTARI Badawy, Ahmad Bastian Hendarto Citra Fitria Damayanti Darmawan, Surya Daylami, Ilham Dea Restiya Anggreini Dery Nauyoman Diandra, Didip Didi Darmadi, Didi Didin Hikmah Perkasa Fazar, Mochammad Febriansyah Febriansyah Galang Regina Rifal Handi Risza Hardiansyah Hitler Sigalingging Hutabarat, Reynold Bachtiar Ia Refyta Shafyra Ika Suryana Imam Solikin Iqbal Febriansyah Iwan Maulana Iyus Wiadi Iyus Wiadi Johan Ramadhan Nurwardana Kristi Andari Latunreng, Wahyuddin Lingga Yuliana Ludfi Arifin, Antoni M, Rury Novianti Mardati Riza Putri Fatimah Mohammad Hamim Monika Balqis Pratiwi Muhammad Zakky Muhammad Zakky Azhari Mujibi, Agis Nur Aisah Nur Vitriani Nur Vitriani Pasaribu, Saddam Azhar Podo Suseno, Agus Pujianto, Teten Putra, Muhammad Farrel Risyawal R.Hario Sulistianto, S.Sos., MBA Rahmawan, Agung Raudatun Nadya Rendi Pratama Rezi Rahman Dispindra Risza Idris, Handi Rizki Muharram, Anggi Saputra, Adrian Sigalingging, Hitler P Sina Mauludi Subakrie, Pitrayadi Sufi, Anggi Primadani Suryana, Ika Tania Zahra, Luthfiyyah Leoni Tri Wulandari, Amelia Triwanto, Triwanto Vitriyani Vitriyani Vitriyani, Vitriyani Widi Tunjung Pamungkas Yanti Anggraeti Zhendy Vita Pertiwi