Article Per Year (5 Year)
p-Index From 2021 - 2026
5.608
P-Index
This Author published in this journals
All Journal Humanitas: Indonesian Psychological Journal Journal of Economics, Business, & Accountancy Ventura Psikohumaniora: Jurnal Penelitian Psikologi Jurnal Manajemen Indonesia Jurnal Mitra Manajemen Journal of Economic, Bussines and Accounting (COSTING) Jurnal Ilmiah Manajemen Kesatuan International Journal Of Science, Technology & Management (IJSTM) Prosiding Konferensi Nasional PKM-CSR Jurnal Pengabdian Masyarakat : Pemberdayaan, Inovasi dan Perubahan Journal of International Conference Proceedings Jurnal Psikologi Universitas Gadjah Mada Buletin Psikologi Jurnal Ilmiah MEA (Manajemen, Ekonomi, dan Akuntansi) International Journal of Science and Environment Jurnal Indonesia Sosial Teknologi eProceedings of Management Enrichment: Journal of Multidisciplinary Research and Development Commercium: Journal of Business and Management Proceeding of Community Service and Engagement
Nidya Dudija
Universitas Telkom
Religion Aerospace Engineering Agriculture, Biological Sciences & Forestry Arts Humanities 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 Earth & Planetary Sciences Economics, Econometrics & Finance Education Electrical & Electronics Engineering Energy Engineering Environmental Science Health Professions Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Mathematics Mechanical Engineering Neuroscience Nursing Physics Public Health Social Sciences Transportation Other

Published : 48 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 48 Documents
Search

 1   2   3   4   5 
PERBEDAAN MOTIVASI MENYELESAIKAN SKRIPSI ANTARA MAHASISWA YANG BEKERJA DENGAN MAHASISWA YANG TIDAK BEKERJA Dudija, Nidya
HUMANITAS (Jurnal Psikologi Indonesia) Vol 8, No 2: Agustus 2011
Publisher : HUMANITAS (Jurnal Psikologi Indonesia)

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (117.031 KB)

Abstract

This study aims to examine whether there is difference in motivation tocomplete a thesis between employed students with unemployed students.Motivation to complete a thesis scale was used to get the data. T-test wasused to analysis data.  The result of t-test confirmed that there is a significant difference in motivation to complete thesis between employed student with unemployed student (t= 4.085) with p= 0.000 < 0.05).  Employed student had higher motivation than unemployed student in completion their thesis. This result will be discussed further.
PERBEDAAN MOTIVASI MENYELESAIKAN SKRIPSI ANTARA MAHASISWA YANG BEKERJA DENGAN MAHASISWA YANG TIDAK BEKERJA Nidya Dudija
HUMANITAS: Indonesian Psychological Journal Vol 8, No 2: Agustus 2011
Publisher : Universitas Ahmad Dahlan

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (117.031 KB) | DOI: 10.26555/humanitas.v8i2.464

Abstract

This study aims to examine whether there is difference in motivation tocomplete a thesis between employed students with unemployed students.Motivation to complete a thesis scale was used to get the data. T-test wasused to analysis data.  The result of t-test confirmed that there is a significant difference in motivation to complete thesis between employed student with unemployed student (t= 4.085) with p= 0.000 < 0.05).  Employed student had higher motivation than unemployed student in completion their thesis. This result will be discussed further.
Strategi Penanganan Konflik pada Proses Penggabungan Perguruan Tinggi Swasta Nidya Dudija
Psikohumaniora: Jurnal Penelitian Psikologi Vol 3, No 1 (2018)
Publisher : Faculty of Psychology and Health - Universitas Islam Negeri Walisongo Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (3128.293 KB) | DOI: 10.21580/pjpp.v3i1.970

Abstract

Abstract: Merger of academies to be one university is a way to perform effectivity and efficiency of the foundation as the organizer of education. The process of conveying the idea will face challenges and conflicts such as opposition to the idea of merging universities. Conflict can be a functional and dysfunctional role in the organization, depending on how the organization is able to manage the conflict and use appropriate conflict management strategies. The research was conducted at one of the private universities in Bandung that has combined four academies to form the University. This research uses a qualitative approach case study. The results of this study indicate that the foundation has an important role during the merging process, the foundation selects direct leaders (Rector of the University) from external parties to facilitate the process of forming a new culture, then the Foundation manages the conflict using a compromise strategy and collaboration to all academic communities so that conflicts arise functional role and improve post-merge University performance.Abstrak: Penggabungan sekolah tinggi menjadi universitas adalah salah satu cara untuk me­lakukan efektifitas dan efisiensi yayasan sebagai penyelenggara pendidikan. Proses menyampaikan ide akan menghadapi tantangan dan konflik seperti oposisi terhadap gagasan menggabungkan universitas. Konflik dapat berperan fungsional dan disfungsional dalam organisasi, tergantung pada bagaimana organisasi mampu mengelola konflik dan menggunakan strategi manajemen konflik yang tepat. Penelitian ini dilakukan di salah satu universitas swasta di Bandung yang telah menggabungkan empat sekolah tinggi untuk membentuk universitas. Penelitian ini menggunakan pendekatan kualitatif case study. Hasil penelitian ini menunjukkan bahwa yayasan memiliki peran penting selama proses penggabungan, yayasan memilih langsung pemimpin (Rektor Universitas) dari pihak eksternal untuk memfasilitasi proses pembentukan budaya baru, kemudian Yayasan me­ngelola konflik menggunakan strategi kompromi dan kolaborasi untuk semua komunitas akademis sehingga konflik muncul peran fungsional dan meningkatkan kinerja universitas pasca-penggabungan.
PENGARUH WORK-FAMILY CONFLICT DAN STRES KERJA TERHADAP KINERJA KARYAWAN WANITA DI RS MEDIKA DRAMAGA BOGOR Feby Cahya Sapitri; Nidya Dudija
Jurnal Mitra Manajemen Vol 4 No 9 (2020): Jurnal Mitra Manajemen Edisi September
Publisher : Kresna Bina Insan Prima

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52160/ejmm.v4i9.459

Abstract

Tujuan penelitian ini adalah untuk untuk melihat bagaimana tingkat work-family conflict, tingkat stres kerja dan tingkat kinerja karyawan dalam perusahaan dan bagaimana pengaruh work-family conflict dan stres kerja terhadap kinerja karyawan di RS Medika Dramaga Bogor. Metode penelitian menggunakan metode penelitian kuantitatif. Metode pengumpulan data pada penelitian ini diperoleh dengan menggunakan penyebaran kuesioner pada 112 responden. Hasil yang diperoleh dari penelitian ini adalah terdapat pengaruh signifikan antara Work-Family Conflict dan Stres Kerja terhadap Kinerja Karyawan Wanita. Artinya apabila work-family conflict meningkat dan stres kerja meningkat maka kinerja karyawan yang dihasilkan akan menurun. Koefisien determinasi yang didapat pada penelitian ini menunjukkan nilai R square sebesar 0.748. Artinya ada pengaruh antara variabel Work-Family Conflict dan Stres Kerja terhadap Kinerja Karyawan Wanita sebesar 74.8% sedangkan sisanya 25.2% merupkan pengaruh variabel-variabel lain yang tidak peneliti libatkan dalam penelitian ini. Hasil penelitian ini akan menjadi masukan bagi RS Medika Dramaga untuk selalu mengelola tingkat work-family conflict dan stres yang bisa dialami suatu saat oleh karyawan yang dapat menurunkan kinerja karyawan pada masing-masing karyawan dalam organisasi dengan selalu memperhatikan kesejahteraan karyawan.
The Effect of Rewards on Employee Performance with Employee Engagement as an Intervening Variable in Indonesian Pharmaceutical Companies Nurmalita Dwiyanti; Nidya Dudija
Journal of International Conference Proceedings (JICP) Vol 2, No 3 (2019): Proceedings of the 5th International Conference of Project Management (ICPM) Yog
Publisher : AIBPM Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32535/jicp.v2i3.662

Abstract

Employee performance has a major contribution to organizational effectiveness. There are several factors that possibly improve employee performance including rewards and employee engagement. The purpose of this study is to determine the effect of financial and non-financial rewards on employee performance with employee engagement as an intervening variable. This study conducted on leading pharmaceutical companies in Indonesia. Data collection using questionnaires, the distribution using disproportionate stratified random sampling technique. Data analysis uses path analysis. The results show that both forms of rewards and employee engagement significantly influence employee performance simultaneously and partially. There is an influence of employee engagement in mediating the relationship of financial rewards on employee performance as well as the relationship between non-financial reward on employee performance.
Effects of Employee Engagement Toperfomance (Case Study: Insurance Company in Indonesia) Yona Melia; Nidya Dudija
Journal of International Conference Proceedings (JICP) Vol 2, No 3 (2019): Proceedings of the 5th International Conference of Project Management (ICPM) Yog
Publisher : AIBPM Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32535/jicp.v2i3.674

Abstract

One factor that affects performance is employee engagement. Based on the data, uneven performance on each type of work and the percentage of employee attendance increased for the last three years in a row. This study aims to determine the effect of employee engagement on performance and is a descriptive and quantitative statistic with the effect of analysis using path analysis. The study was conducted using primary data based on the distribution of questionnaires consisting of 28 statements using 51 employees as a sample. The results showed that the variable on employee engagement had a significant influence on performance with the effect of vigor of -7.12%, dedication of 13.91%, absorption of 35.86 and simultaneously 42.65%.
Cooperative vs Competitive: Filosofi Keseimbangan “Yin-Yang” dalam Hubungan Interdependency Nidya Dudija
Buletin Psikologi Vol 23, No 2 (2015)
Publisher : Faculty of Psychology Universitas Gadjah Mada

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (634.526 KB) | DOI: 10.22146/bpsi.10563

Abstract

Teori ini 1 dikembangkan oleh Morton Deutsch (1949a, 1949b, 1973, 1985) danjuga diuraikan oleh David W. Johnson (Johnson & Johnson, 1989). Cooperative–Competitive merupakan salah satu teori dalam psikologi sosial yang dikemukakanoleh Morton Deutch. Ilmuan evolusi sosial mengatakan bahwa altruisme manusia dan kerjasama adalah hasil dari sejarah spesies yang unik “konflik antar kelompok dan perang” (Alexander, 1987; Buss, 1999; Campbell, 1975; Tooby & Cosmides, 1988), dapat diartikan bahwa konflik antar kelompok telah membentuk psikologi dan perilaku manusia khususnya (Vugt, Gremer, & Janssen 2007). Penelitian psikologi sosial konsisten dengan ide ini. Dalam hal ini manusia spontan membuat perbandingan “kita vs mereka” kategorisasi dan cepat mengembangkan aspek emosional dalam kelompok bahkan ketika keanggotaan didasarkan pada kriteria yang sederhana, seperti flip koin (Brewer, 1979; Ostrom & Sedikides, 1992; Tajfel & Turner, 1979). Manusia juga mudah melakukan tindakan diskriminasi terhadap anggota dari luar kelompok (Fiske, 2002) dan terlibat dalam tindakan altruistik untuk membela kelompok mereka (De Cremer & Van Vugt, 1999; Sherif , 1966).
Pengaruh Pengaruh Gaya Kepemimpinan Transformasional dan Kompensasi Terhadap Employee Engagement pada CV. Semar dan CV. Punakawan Semar Bandung Anggraini, Silvia; Dudija, Nidya

Publisher :

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (680.865 KB) | DOI: 10.31955/mea.v4i3.507

Abstract

Penelitian ini dilakukan di CV. Semar dan CV. Punakawan Semar Bandung yang bertujuan untuk mengetahui penerapan serta pengaruh gaya kepemimpinan transformasional dan kompensasi terhadap employee engagement pada CV. Semar dan CV. Punakawan Semar Bandung. Metode yang digunakan pada penelitian ini adalah metode kuantitatif dan merupakan penelitian deskriptif serta kausal. Populasi dan sampel dalam penelitian ini adalah para karyawan pabrik CV. Semar dan CV. Punakawan Semar Bandung yang berjumlah 97 orang pegawai dan menggunakan purposive sampling. Alat ukur yang digunakan yaitu uji validitas dan uji reliabilitas. Berdasarkan hasil pengolahan data, diketahui bahwa gaya kepemimpinan transformasional dan kompensasi berpengaruh secara parsial dan simultan secara positif dan signifikan terhadap employee engagement. Berdasarkan koefisien determinasi (R2) diketahui bahwa gaya kepemimpinan transformasional dan kompensasi berpengaruh sebesar 91,0% terhadap employee engagement dan sisanya sebesar 9% dipengaruhi oleh variabel lainnya. Hasil penelitian diharapkan dapat menjadi pertimbangan bagi Semar untuk meningkatkan employee engagement di perusahaan. Pemimpin diharapkan dapat memperlihatkan partisipasinya dan mampu memberikan perhatian lebih kepada karyawannya. Pemberian kompensasi pada Semar juga diharapkan agar dapat dilakukan secara adil dan layak, serta Semar diharapkan dapat meningkatkan hubungan yang baik antara atasan dan bawahannya.
The Impact Of Toxic Workplace Environments On Employee Productivity: A Systematic Literature Review Sari, Redha Dian; Dudija, Nidya
International Journal of Science, Technology & Management Vol. 5 No. 4 (2024): July 2024
Publisher : Publisher Cv. Inara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.46729/ijstm.v5i4.1129

Abstract

This systematic literature review aims to evaluate the impact of toxic workplace environments on employee productivity. The methodology involved a comprehensive search and selection of peer-reviewed articles published between 2017 and 2023. The review identifies various forms of toxic behavior, such as harassment, bullying, ostracism, and incivility, and examines how these behaviors affect productivity. The results also indicate that toxic workplace environments significantly increase job stress, leading to decreased employee life satisfaction and productivity. The review highlights the critical role of organizational support in mitigating the negative effects of toxic behaviors. Effective policies and supportive leadership are essential for promoting employee engagement and well-being. The study concludes that addressing toxic workplace environments through strategic interventions and leadership development is crucial for enhancing productivity and overall employee well-being. By recognizing and addressing these issues, organizations can create healthier and more productive workplaces, benefiting both employees and the organization.
Cyberloafing In The Digital Age, Disrupting Or Enhancing Performance?: Literature Review Dudija, Nidya; Miranti, Rizka
International Journal of Science, Technology & Management Vol. 5 No. 4 (2024): July 2024
Publisher : Publisher Cv. Inara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.46729/ijstm.v5i4.1145

Abstract

One aspect that becomes a reference for the development of a company is employee performance. In an effort to improve employee performance, several companies implement policies by providing technology benefits such as internet, cellphones and computers. The original aim of implementing this technology allowance was to maximize employee performance. However, the facts on the ground show that there is a phenomenon of irregularities in the use of these technological facilities which are used for personal interests, whether opening e-mail, playing games, accessing personal social media and accessing entertainment sites. This phenomenon is called cyberloafing. Cyberloafing is a serious problem related to employee behavior, where this behavior will be contrary to the employee's integrity in completing their duties. Cyberloafing is disciplinary behavior where a worker diverts concentration and work time to activities outside of work interests. This article reviews the literature on cyberloafing among Generation Z ASN employees to help readers better understand this condition. This aims to clarify the phenomenon of cyberloafing, the impact of cyberloafing, benchmarks and dimensions of cyberloafing.
Co-Authors Adhi Prasetio Adhi Prasetio Agus Supriyadi Amelia, Vania Ananda, Widuri Dwi Anggraini, Silvia Anugrah, Dimas Rafianto Arinugraha, Mochammad Rafif Balqis, Khansa Qurratu’ain Benidiktus Bina Kurniawan Dian Indiyati Dodie Tricahyono Fadiyah, Fairuz Disha Fajar, Rizky Sendi Fatah, Kiki Kahfi Abdul Feby Cahya Sapitri Fetty Poerwita Sary Foelyati, Rika Hafsah Aldrianty Hardian, Rizaf Malik Heppy Millanyani Indira Rachmawati Jilan, Thahrina Kania Rifatama Garini, Aulia Khairdiyanto, Kamal Fakhri Maharani, Arin Melati Puspita Miranti, Rizka Nabila, Nuraina Naibaho, Sartika Najla Khalisa, Kamila Narendra, Made Diksi Nurmalita Dwiyanti Pratiwi, Rima Rahady, Peri Ratna Komala Putri Rindu Annisa Putri Rosdianto, Fajar Sahara, Carissa Ardine Salsabila, Maulina Avisa Santos Piedade, Joaninha Dos Saptari, Fiska Maya Sari, Redha Dian Satrio Budi Wibowo SILVIA ANGGRAINI Surya, Saskia Putri Tarandhika Tantra Telani, Shesa Gandes Triaji Prio Pratomo Wibowo, Wahyu Anggie Yona Melia Yona Melia