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The Effect of Workload and Role Conflict on Work-Life Balance: The Mediating Role of Work Stress Dewayani, Amanda Zahra; Dihan, Fereshti Nurdiana
Majapahit Journal of Islamic Finance and Management Vol. 5 No. 3 (2025): Islamic Finance and Management
Publisher : Department of Sharia Economics Institut Pesantren KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/mjifm.v5i3.590

This study aims to analyze the effect of workload and role conflict on work-life balance, with work stress as an intermediary variable. The background of this study is based on the importance of maintaining a balance between an employee's work and personal life, which is influenced by various factors such as workload, role conflict, and work stress. The method used is a quantitative approach with a questionnaire as the instrument, while data analysis is performed using multiple linear regression and path analysis using SPSS software. The results of the study show that: 1) workload has a negative but insignificant effect on work-life balance; 2) role conflict has a negative and significant effect on work-life balance; 3) workload has a positive and significant effect on work stress; 4) role conflict has a positive but insignificant effect on work stress; 5) work stress has a negative and significant effect on work-life balance; 6) work stress is able to mediate the effect of workload on work-life balance; and 7) work stress is not able to mediate the effect of role conflict on work-life balance. Practically, this study provides recommendations for companies to improve work systems related to workload distribution, reduce employee stress levels, clarify tasks and responsibilities, and implement employee welfare programs.

The Influence of Workplace Facilities and Work Environment on Employee Involvement with Self-Efficacy as an Intervening Variable (A Study at PT. Saprotan Utama Semarang) Nuraziz, Rafif Maulidhan; Dihan, Fereshti Nurdiana
Majapahit Journal of Islamic Finance and Management Vol. 5 No. 3 (2025): Islamic Finance and Management
Publisher : Department of Sharia Economics Institut Pesantren KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/mjifm.v5i3.584

This study aims to examine the influence of workplace facilities and work environment on employee involvement, with self-efficacy serving as a mediating variable, at PT. Saprotan Utama Semarang. The research is grounded in the notion that human resources play a vital role in enhancing organizational performance and competitiveness, where adequate facilities, a supportive work environment, and employees’ confidence in their abilities are key determinants. A quantitative approach was employed, using questionnaires as the data collection instrument, and data were analyzed through Structural Equation Modeling–Partial Least Square (SEM-PLS). The findings are expected to demonstrate that workplace facilities and work environment significantly affect both self-efficacy and involvement, while self-efficacy mediates the relationship between them. Practically, this research offers recommendations for companies to foster higher employee involvement by improving workplace facilities, creating a conducive environment, and strengthening employees’ self-efficacy to achieve optimal productivity.

The Influence of Work Environment and Organizational Culture on Employee Deviant Behavior with Job Stress as an Intervening Variable: A Study at PD BPR Bank Wonosobo Akmal, Nabil Aushaf; Dihan, Fereshti Nurdiana
Majapahit Journal of Islamic Finance and Management Vol. 5 No. 3 (2025): Islamic Finance and Management
Publisher : Department of Sharia Economics Institut Pesantren KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/mjifm.v5i3.585

This study examines the influence of work environment and organizational culture on employee deviant behavior, with job stress as an intervening variable, at PD BPR Bank Wonosobo. Human resources play a crucial role in sustaining service quality and corporate reputation, where a supportive environment, strong culture, and effective stress management are essential for optimal performance. A quantitative approach was employed using a structured questionnaire distributed to 109 employees through a census technique. Data analysis included descriptive statistics, measurement model assessment, structural model testing, and mediation analysis. The findings indicate that work environment and organizational culture both have a negative and significant effect on job stress, and similarly exert a negative and significant effect on deviant behavior. These results suggest that organizations should foster a supportive work environment, strengthen positive cultural values, and manage employee stress effectively to minimize deviant behavior and enhance productivity.

The Influence of Workplace Facilities and Work Environment on Employee Involvement with Self-Efficacy as an Intervening Variable (A Study at PT. Saprotan Utama Semarang) Nuraziz, Rafif Maulidhan; Dihan, Fereshti Nurdiana
Majapahit Journal of Islamic Finance and Management Vol. 5 No. 3 (2025): Islamic Finance and Management
Publisher : Department of Sharia Economics Institut Pesantren KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/mjifm.v5i3.584

This study aims to examine the influence of workplace facilities and work environment on employee involvement, with self-efficacy serving as a mediating variable, at PT. Saprotan Utama Semarang. The research is grounded in the notion that human resources play a vital role in enhancing organizational performance and competitiveness, where adequate facilities, a supportive work environment, and employees’ confidence in their abilities are key determinants. A quantitative approach was employed, using questionnaires as the data collection instrument, and data were analyzed through Structural Equation Modeling–Partial Least Square (SEM-PLS). The findings are expected to demonstrate that workplace facilities and work environment significantly affect both self-efficacy and involvement, while self-efficacy mediates the relationship between them. Practically, this research offers recommendations for companies to foster higher employee involvement by improving workplace facilities, creating a conducive environment, and strengthening employees’ self-efficacy to achieve optimal productivity.

The Influence of Work Environment and Organizational Culture on Employee Deviant Behavior with Job Stress as an Intervening Variable: A Study at PD BPR Bank Wonosobo Akmal, Nabil Aushaf; Dihan, Fereshti Nurdiana
Majapahit Journal of Islamic Finance and Management Vol. 5 No. 3 (2025): Islamic Finance and Management
Publisher : Department of Sharia Economics Institut Pesantren KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/mjifm.v5i3.585

This study examines the influence of work environment and organizational culture on employee deviant behavior, with job stress as an intervening variable, at PD BPR Bank Wonosobo. Human resources play a crucial role in sustaining service quality and corporate reputation, where a supportive environment, strong culture, and effective stress management are essential for optimal performance. A quantitative approach was employed using a structured questionnaire distributed to 109 employees through a census technique. Data analysis included descriptive statistics, measurement model assessment, structural model testing, and mediation analysis. The findings indicate that work environment and organizational culture both have a negative and significant effect on job stress, and similarly exert a negative and significant effect on deviant behavior. These results suggest that organizations should foster a supportive work environment, strengthen positive cultural values, and manage employee stress effectively to minimize deviant behavior and enhance productivity.

Pengaruh Desain Pekerjaan dan Lingkungan Kerja terhadap Kinerja Karyawan dengan Kepuasan Kerja sebagai Variabel Intervening Dihan, Fereshti Nurdiana; Muhammad Suharto Agus Saputra
Jurnal Aplikasi Bisnis Volume 20 No. 1, Juni 2023
Publisher : Program Sarjana Terapan Universitas Islam Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.20885/jabis.vol20.iss1.art8

ABSTRACT This study aims to analyze the effect of job design and work environment on employee performance with job satisfaction as a variable that intervenes in Asana Grove Hotel Yogyakarta. The method of using data using a questionnaire. Population of 45 employees, with a sample as much 45. The analytical method uses Structural Equation Modeling (SEM) using the SmartPLS v.3.0 tool. The results showed that first, design has a positive effect on employee performance. Second, the work environment has a positive effect on employee performance. Third, job design has a positive effect on job satisfaction. Fourth, the work environment has a positive effect on job satisfaction. Fifth, job satisfaction has a positive effect on employee performance. Sixth, job design has a positive effect on employee performance through job satisfaction. Seventh, the work environment has a positive effect on employee performance through job satisfaction. Research results can be used as a basis for improving and improving job design, work environment, job satisfaction, and employee performance. Keywords: Job Design, Environtment Employee, Employee Performance, Job Satisfaction ABSTRAK Penelitian ini bertujuan untuk menganalisis pengaruh desain pekerjan dan lingkungan kerja terhadap kinerja karyawan dengan kepuasan kerja sebagai variabel intervening pada Asana Grove Hotel Yogyakarta. Metode pengumpulan data menggunakan kuesioner. Populasi 45 karyawan, dengan sampel sebanyak 45. Metode analisis menggunakan Structural Equation Modeling (SEM) dengan menggunakan alat SmartPLS v.3.0. Hasil penelitian menunjukkan bahwa pertama, desain pekerjaan berpengaruh positif terhadap kinerja karyawan. Kedua, lingkungan kerja berpengaruh positif terhadap kinerja karyawan. Ketiga, desain pekerjan berpengaruh positif terhadap kepuasan kerja. Keempat, lingkungan kerja berpengaruh positif terhadap kepuasan kerja. Kelima, kepuasan kerja berpengaruh positif terhadap kinerja karyawan. Keenam, desain pekerjaan berpengaruh positif terhadap kinerja karyawan melalui kepuasan kerja. Ketujuh, lingkungan kerja berpengaruh positif terhadap kinerja karyawan melalui kepuasan kerja. Hasil penelitian dapat dijadikan dasar untuk meningkatkan dan memelihara desain pekerjaan, lingkungan kerja, kepuasan kerja, dan kinerja karyawan. Kata Kunci: Desain Pekerjaan, Lingkungan Kerja, Kinerja Karyawan, Kepuasan Kerja

PENGARUH KOMPENSASI, JOB SATISFACTION, DAN PERCEIVED JOB ALTERNATIVE TERHADAP TURNOVER INTENTION PADA KARYAWAN Sahputra, Rananda; Dihan, Fereshti Nurdiana
SCIENTIFIC JOURNAL OF REFLECTION : Economic, Accounting, Management and Business Vol. 7 No. 2 (2024): SCIENTIFIC JOURNAL OF REFLECTION: Economic, Accounting, Management, & Business
Publisher : Sekolah Menengah Kejuruan (SMK) Pustek

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37481/sjr.v7i2.836

The purpose of this research is to determine the influence of compensation, job satisfaction, and perceived alternative jobs on employee turnover intention. Apart from that, this research also aims to determine the effect of compensation on turnover intention through job satisfaction. The sample used in this research was 50 employees. This research uses classical assumption testing & regression as data analysis techniques, which are processed using Statistical Program Social Sciences (SPSS) version 21.0. The results of the analysis carried out stated that there was a negative and significant influence between compensation on turnover intention. Compensation has a positive and significant influence on job satisfaction. Job satisfaction has a negative and significant influence on turnover intention. Perceived alternative jobs have a positive and significant influence on turnover intention and compensation has an influence on turnover intention through job satisfaction.

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