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Universitas Telkom
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PENGARUH PENGEMBANGAN KARIER DAN PELATIHAN TERHADAP KEPUASAN KERJA KARYAWAN PADA PT. TAIHO NUSANTARA Susilo, Sulthan Rafi; Wulansari, Puspita
Jurnal Ilmiah Manajemen, Ekonomi, & Akuntansi (MEA) Vol 7 No 2 (2023): Edisi Mei - Agustus 2023
Publisher : LPPM STIE Muhammadiah Bandung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31955/mea.v7i2.3043

Abstract

SDM yang terkelola dapat melalukan suatu pekerjaan secara efektif serta efisien dalam mewujudkan tujuan dari perusahaan. PT. Taiho Nusantara dalam pengelolaan SDM yang dimiliki dengan memperhatikan pengembangan karier serta program pelatihan yang dapat diberikan kepada karyawan guna menambah kepuasan kerja pada karyawan itu sendiri di perusahaan. Penelitian ini memiliki tujuan guna memahami bagaimana pengaruh atau dampak pengembangan karier terhadap kepuasan kerja karyawan di PT. Taiho Nusantara, kemudian bagaimana dampak pelatihan terhadap kepuasan kerja karyawan di PT. Taiho Nusantara, serta untuk mengetahui bagaimana dampak pengembangan karier serta pelatihan terhadap kepuasan kerja karyawan di PT. Taiho Nusantara. Didalam penelitian ini menerapkan jenis penelitian deskriptif dengan model kuantitatif. Dengan menerapkan metode non probability sampling jenis sampel jenuh, banyaknya sampel sejumlah 97 karyawan PT. Taiho Nusantara. Teknik analisis data yang diterapkan yaitu terdiri atas analisis deskriptif, uji asumsi klasik, analisis regresi berganda, uji hipotesis parsial (uji T), uji hipotesis simultan (uji F), uji koefisien determinasi.Hasil yang diperoleh dalam penelitian ini menunjukaan jika pengembangan karier berdampak signifikan positif kepada kepuasan kerja dan pelatihan berpengaruh signifikan positif kepada kepuasan kerja karyawan pada PT. Taiho Nusantara. Hasil temuan yang ditemukan menjabarkan jika variabel pengembangan karier (X1) dan pelatihan (X2) mempunyai pengaruh kepada kepuasan kerja (Y) sebesar 53,14%.
PENGARUH EMPLOYER BRANDING DAN REPUTASI ORGANISASI TERHADAP INTENTION TO APPLY PADA GENERASI Z Evrina, Putri Wanda; Wulansari, Puspita
Jurnal Ilmiah Manajemen, Ekonomi, & Akuntansi (MEA) Vol 7 No 2 (2023): Edisi Mei - Agustus 2023
Publisher : LPPM STIE Muhammadiah Bandung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31955/mea.v7i2.3045

Abstract

Aset utama dalam organisasi untuk mencapai tujuan suatu organisasi ialah sumber daya manusia yang dimiliki. Kemajuan dunia dan percepatan globalisasi mengharuskan perusahaan untuk memiliki keunggulan kompetitif agar tetap bertahan. Maka dari itu, suatu perusahaan membutuhkan calon karyawan terbaik yang dapat membantu perusahaan tumbuh dan tetap bersaing. Employer branding dan reputasi organisasi merupakan strategi efektif untuk menarik para pencari kerja terbaik dan mempromosikan perusahaan sebagai lingkungan kerja yang baik. Dengan demikian, hal tersebut akan mendorong intention to apply atau niat untuk melamar pekerjaan para pencari kerja. Penelitian ini bertujuan untuk mengetahui pengaruh employer branding dan reputasi organisasi terhadap intention to apply pada Mahasiswa Fakultas Ekonomi Bisnis, Universitas Telkom. Untuk meninjau hasil penelitian, penelitian ini menggunakan metode kuantitatif dari hasil tanggapan responden melalui penyebaran kuesioner. Terdapat responden pada penelitian ini sebanyak 273 orang Mahasiswa pada Fakultas Ekonomi Bisnis Universitas Telkom. Penelitian ini menggunakan teknik analisis jalur dengan bantuan IBM SPSS versi 25. Hasil dari penelitian ini menunjukkan bahwa employer branding dan reputasi organisasi berpengaruh secara signifikan positif terhadap intention to apply dengan nilai koefisien determinasi sebesar (R2) sebesar 0,607 atau senilai dengan 60,7%, artinya variabel employer branding dan reputasi organisasi dapat menjelaskan variabel intention to apply senilai 60,7%.
PENGARUH KOMPETENSI, DISIPLIN KERJA DAN PROSES KOMUNIKASI TERHADAP KINERJA KARYAWAN PT. BALQIS AUDI Fadilla, Sarah Nur; Wulansari, Puspita
Jurnal Ilmiah Manajemen, Ekonomi, & Akuntansi (MEA) Vol 7 No 2 (2023): Edisi Mei - Agustus 2023
Publisher : LPPM STIE Muhammadiah Bandung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31955/mea.v7i2.3161

Abstract

Sumber Daya Manusia yang memiliki kualitas tinggi menjadi hal penting yang harus dipunya perusahaan agar dapat mewujudkan tujuannya dengan efektif dan efisien. Selaras dengan yang dilakukan oleh PT. Balqis Audi dalam mengelola sumber daya manusia yang dimiliki dengan maksimal. Dengan diperlukannya meningkatkan faktor yang mempengaruhi hasil kerja sumber daya manusia dengan memperhatikan kompetensi karyawan, disiplin kerja serta proses komunikasi guna memaksimalkan kinerja dari karyawan itu sendiri. Studi ini berfungsi guna melihat pengaruh kompetensi karyawan, disiplin kerja dan proses komunikasi terhadap kinerja karyawan pada PT. Balqis Audi secara parsial maupun simultan. Penelitian ini memanfaatkan penelitian deskriptif dengan metode kuantitatif. Pengumpulan sampel memanfaatkan metode non probability sampling yaitu sampel jenuh, dengan total 70 orang karyawan PT. Balqis Audi. Teknik analisis data yang digunakan terdiri dari analisis deskriptif, uji asumsi klasik, analisis regresi berganda, uji hipotesis parsial (uji T), uji hipotesis simultan (uji F) serta uji koefisien determinasi. Didapatkan hasil pada penelitian ini jika kompetensi berdampak signifikan serta positif terhadap kinerja, disiplin kerja berdampak signifikan serta positif terhadap kinerja dan proses komunikasi berdampak signifikan serta positif terhadap kinerja karyawan PT. Balqis Audi. Hasil temuan pada penelitian menjabarkan bahawa variabel kompetensi (X1), disiplin kerja (X2) dan proses komunikasi (X3) memiliki pengaruh terhadap kinerja karyawan PT. Balqis Audi sebesar 87% sementara sisanya sebesar 13% ialah dampak dari variabel – variabel lain yang tidak diteliti pada penelitian ini.
Pengaruh Budaya Organisasi terhadap Kinerja Karyawan PT Budiman Maju Megah Farmasi (Bumame) Bandung Setiawan, Silmi Nadhira; Wulansari, Puspita
Jurnal Informatika Ekonomi Bisnis Vol. 5, No. 2 (June 2023)
Publisher : SAFE-Network

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (328.982 KB) | DOI: 10.37034/infeb.v5i2.570

Abstract

This study used a non-probability sampling technique on a sample of 125 workers at PT. Budiman Maju Megah Pharmacy to determine the effect of organizational culture on employee performance. Simple linear regression analysis is a data analysis method used to explain research findings. The findings show a good and substantial impact of organizational culture on worker performance at PT. Budiman Maju Megah Pharmacy. Because a positive and consistent business culture can improve staff morale and performance to give the best results. Utilizing the principles and values ​​that offer direction and guidance to achieve organizational goals, businesses can develop a positive and healthy corporate culture. This study is anticipated to serve as a resource for other research that investigates how organizational culture influences employee performance.
Peningkatan Wirausaha di Desa Kertawangi dengan Mengenal Karakteristik Generasi Z Wulansari, Puspita; Yuliandhari, Willy Sri; Asalam, Ardan Gani; Sudarmaji, Harrys
Jurnal Pengabdian Masyarakat: Pemberdayaan, Inovasi dan Perubahan Vol 5, No 1 (2025): JPM: Pemberdayaan, Inovasi dan Perubahan
Publisher : Penerbit Widina, Widina Media Utama

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59818/jpm.v5i1.1175

Abstract

The Community Service Program in Kertawangi Village aims to introduce the characteristics of Generation Z in order to enhance the potential of the youth in Kertawangi Village to support the entrepreneurship programs promoted by the local government. This collaboration is carried out with the Community Learning Activity Center (PKBM) Bina Terampil Mandiri (BTM), an institution that has long played a role in the development of the local community. In this activity, there were 28 participants consisting of Generation Z youth from Kertawangi Village. The program included outreach to provide knowledge about the characteristics of Generation Z and why these young people in Kertawangi Village should understand their characteristics. It is hoped that by recognizing their traits, they will be motivated and empowered to engage in entrepreneurship, which they are currently pursuing. Evaluations show that 80% of participants support the continuation of this program in the futureABSTRAKProgram pengabdian Masyarakat di Desa Kertawangi bertujuan untuk mengenalkan karakteristik Generasi Z dalam rangka meningkatkan potensi kalangan muda di Desa Kertawangi untuk mendukung program kewirausahaan yang digalakkan oleh pemerintah setempat. Kerjasama dilakukan dengan Pusat Kegiatan Belajar Masyarakat (PKBM) Bina Terampil Mandiri (BTM), sebuah lembaga yang telah lama berperan dalam pengembangan masyarakat setempat. Pada kegiatan ini peserta berjumlah 28 orang yang terdiri para generasi Z yang merupakan pemuda di Desa Kertawangi.  Pada kegiatan ini dilakukan penyuluhan memberikan pengetahuan mengenai karakteristik generasi Z kenapa para pemuda gen Z di Desa Kertawangi sehingga dengan mereka mengenal karakteristik mereka, maka diharapkan dapat meningkatkan dan mendorong motivasi dan kemampuan mereka dalam melakukan wirausaha yang saat ini telah mereka lakukan. Evaluasi menunjukkan bahwa 80% peserta mendukung keberlanjutan kegiatan ini ke depannya.
Pengaruh Pengembangan Karir dan Kompensasi Terhadap Turnover Intention Pada Generasi Z di Indonesia Muhammad Abi Ikhwanudin; Puspita Wulansari
Jurnal Riset Multidisiplin Edukasi Vol. 2 No. 2 (2025): Jurnal Resit Multidisiplin Edukasi (Edisi Februari 2025)
Publisher : PT. Hasba Edukasi Mandiri

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.71282/jurmie.v2i2.134

Abstract

This study aims to analyze the influence of career development and compensation on turnover intention among Generation Z in Indonesia. The high turnover intention phenomenon within Generation Z has impacted company sustainability. This study examines the relationship between career development, compensation, and the intention to leave a job among young workers. The research employed a quantitative descriptive approach, surveying 215 respondents. The variables studied included career development, compensation, and turnover intention. Data analysis was conducted using the SEM-PLS method to test the relationships between variables. The results revealed that career development and compensation, both partially and simultaneously, do not significantly influence turnover intention. Neither optimal nor inadequate career development and compensation affect employees' intentions to leave their jobs. In conclusion, companies should consider other factors, such as organizational culture or work-life balance, to better understand turnover intention among Generation Z. This study provides theoretical and practical contributions and recommends further exploration of other influencing factors.
The Influence of Digital Leadrrship and Digital Competence on Employee Performance Mediated by Job Satisfaction in Health Services in Tarakan City Ulum, Bahriyahtul; Wulansari, Puspita
The Eastasouth Journal of Social Science and Humanities Vol. 2 No. 03 (2025): The Eastasouth Journal of Social Science and Humanities (ESSSH)
Publisher : Eastasouth Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58812/esssh.v2i03.592

Abstract

This study examines the effect of digital leadership and employee digital competence on employee performance in health services in implementing One Healthy with job satisfaction as a mediating variable in Tarakan City. The implementation of the health transformation launched by the Ministry of Health requires the ability of health workers to implement health data digitization by carrying out digital recording of patient health examination results. This research design uses quantitative and descriptive methods. The participants in the study were health workers at the Puskesmas who played a role in the implementation of recording patient medical record data into the Satu Sehat platform. The sample in this study amounted to two hundred and two health workers at six Puskesmas in Tarakan City. The research strategy used a random sampling method with primary data sources by distributing questionnaires. The results showed that digital leadership and digital competence had no direct effect on performance. The role of job satisfaction as a mediating variable is able to provide a positive influence from digital leadership and digital competencies on employee performance in Tarakan City health services.
Transformational leadership and innovation management: the mediating role of knowledge sharing Wulansari, Puspita; Ganesha Pratama, Benedictus Kurnianda
Jurnal Konseling dan Pendidikan Vol. 13 No. 1 (2025): JKP
Publisher : Indonesian Institute for Counseling, Education and Therapy (IICET)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29210/1144800

Abstract

Indonesian universities are under increasing pressure to innovate in response to global competition, evolving educational demands, and the need for high-quality applied research. Transformational leadership plays a critical role in driving institutional adaptability, course delivery enhancement, and problem-solving capacity. However, limited empirical research has examined how transformational leadership fosters innovation management, particularly through the mediating role of knowledge sharing. This study investigates the effect of transformational leadership on innovation management, mediated by knowledge sharing, at XXX University in Bandung. Using a causal descriptive design with a quantitative approach, data were analyzed through Structural Equation Modeling (SEM) using Smart PLS 4.1. The study involved 100 lecturers selected through proportionate stratified random sampling. Findings reveal that transformational leadership significantly influences knowledge sharing (β = 0.6031, T = 5.7661, p < 0.0001) and directly affects innovation management (β = 0.614, T = 7.9821, p < 0.0001). Knowledge sharing also significantly contributes to innovation management (β = 0.364, T = 3.9125, p < 0.0001), and mediates the relationship between leadership and innovation (β = 0.2999, T = 3.7169, p = 0.0002). The study highlights the importance of leadership practices that promote knowledge exchange to strengthen institutional innovation. Future research should consider additional factors such as organizational culture and technological infrastructure.
Pengaruh Motivasi Kerja Terhadap Kinerja Guru Asn Dan Guru Honorer Dikawasan Kabupaten Bogor Fajar, Bintang Pramudiana; Wulansari, Puspita
eProceedings of Management Vol. 11 No. 5 (2024): Oktober 2024
Publisher : eProceedings of Management

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Abstract

Penelitian ini bertujuan untuk memahami dan membandingkan pengaruh motivasi kerja terhadap kinerja guru ASNdan guru honorer. Tujuan dari penelitian ini adalah untuk menganalisis bagaimana motivasi kerja memengaruhikinerja guru serta membandingkan tingkat motivasi kerja dan kinerja di antara kedua kelompok guru tersebut diwilayah Kabupaten Bogor. Melalui analisis ini, penelitian ini juga bertujuan untuk mengidentifikasi faktor-faktor yangmemengaruhi produktivitas dan efektivitas pengajaran, serta memberikan rekomendasi untuk meningkatkan kinerjaguru di kawasan Kabupaten Bogor. Penelitian ini menggunakan metode kuantitatif dengan pendekatan deskriptif.Sampel diambil menggunakan teknik purposive sampling, melibatkan total 187 guru, yang terdiri dari 100 guru ASNdan 87 guru honorer. Teknik analisis data yang digunakan dalam penelitian ini meliputi analisis deskriptif untukmenggambarkan karakteristik responden, serta analisis dengan metode PLS-SEM (Partial Least Squares StructuralEquation Modeling) untuk menguji hubungan antara variabel motivasi dan kinerja guru. Hasil penelitian inimenunjukkan bahwa motivasi kerja memiliki pengaruh yang signifikan dan positif terhadap kinerja guru. Dalamperbandingan antara guru ASN dan guru honorer, guru ASN memiliki motivasi yang lebih tinggi dengan skor 91%,sementara guru honorer mendapatkan skor 88%, meskipun keduanya berada dalam kategori sangat tinggi. Dalam halkinerja, guru ASN juga unggul dengan skor 89%, dibandingkan dengan guru honorer yang mendapatkan skor 88%,dan keduanya tetap berada dalam kategori kinerja yang sangat tinggi. Kata Kunci-Motivasi, Kinerja, Komparasi
The Impact Of Psychological Well-Being And Work Environment Toward Work Engagement Of Millennial Employee In Jakarta Harimurti, Muhammad Kevindra Putra; Wulansari, Puspita
eProceedings of Management Vol. 11 No. 6 (2024): Desember 2024
Publisher : eProceedings of Management

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

As the Millennial generation approaches its peak productive years, it becomes pivotal in fostering the nation'seconomic advancement. Despite extensive discussions surrounding Millennials, most dialogues are predicated onsubjective narratives devoid of empirical substantiation, potentially resulting in detrimental outcomes. It is necessaryto enhance millennial employees' psychological well-being and engagement by ensuring a supportive workenvironment. Consequently, organizations must cultivate an atmosphere that enhances Psychological Well-Being.Various strategies can be employed to achieve this, including providing psychological support for staff, establishingan encouraging and positive Work Environment, and encouraging a balanced work-life dynamic. This study employsConfirmatory Factor Analysis (C.F.A.) to validate or verify the proposed theoretical model. The proposed analyticalframework incorporates multiple latent variables assessed through various indicator variables. Structural EquationModeling (S.E.M.) serves as the methodological instrument for data collection. The demographic focus of this studyencompasses millennial employees from Jakarta, totalling 2,828,858 individuals. An error margin of 10% dictated theselection of 250 participants for the study sample. Findings from the analysis indicate that the variables ofPsychological Well-Being, Work Environment, and Work Engagement are classified within the 'excellent' range. Ithas been observed that the variable of Psychological Well-Being exerts influence over the Work Engagement ofMillennial Employees in Jakarta. Similarly, the Work Environment is noted to impact the Work Engagement of theseemployees. Keywords-psychological well-being, work environment, work engagement, millennial employee
Co-Authors Ade Irma Susanty Amelia, Yusnia Andre Harjana Damanik Annisa Fitriasari Ardan Gani Asalam Arif Partono Prasetio Astadi Pangarso Aulia, Alfauzan Muhammad Ayu Komang Devi Savitri Clarissa Anabella Mumtaz Evrina, Putri Wanda Fadilla, Sarah Nur Fajar, Bintang Pramudiana Ganesha Pratama, Benedictus Kurnianda Harimurti, Muhammad Kevindra Putra Konjala, Wafda Qinthara Linda Kusuma Wardani Mahardhika, Deansyah Putra Miftahul Huda Muhammad Abi Ikhwanudin Putri, Shinta Ananda Rosa, Jersylika Aminah Salsabilla, Marsa Riqqoh Salma Selindha Rosanti Pramono Setiawan, Silmi Nadhira Silmi Nadhira Setiawan Sudarmaji, Harrys Susilo, Sulthan Rafi Syifa Shofura Widyaputri Ulum, Bahriyahtul Willy Sri Yuliandhari Yogie Pranata, Mochamad