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All Journal EkoBis ( Ekonomi & Bisnis ) Jurnal Pembangunan Pendidikan: Fondasi dan Aplikasi JURNAL ILMIAH MANAJEMEN & BISNIS Al-Iqtishad : Jurnal Ilmu Ekonomi Syariah (Journal of Islamic Economics) DERIVATIF Jurnal Manajemen Jurnal Ilmiah Universitas Batanghari Jambi Jurnal Akuntansi Upajiwa : Jurnal Ekonomi, Bisnis dan Manajemen Daulat Rakyat MANAJERIAL Syntax Literate: Jurnal Ilmiah Indonesia Kinerja: Jurnal Ekonomi dan Manajemen Akuntabel : Jurnal Ekonomi dan Keuangan Forum Ekonomi : Jurnal Ekonomi, Manajemen dan Akuntansi Inovasi : Jurnal Ekonomi, Keuangan, dan Manajemen JURNAL MANAJEMEN JIM UPB (Jurnal Ilmiah Manajemen Universitas Putera Batam) J-MAS (Jurnal Manajemen dan Sains) Jurnal Pendidikan Ekonomi (JURKAMI) JETL (Journal Of Education, Teaching and Learning) EDUKATIF : JURNAL ILMU PENDIDIKAN EKUITAS (Jurnal Ekonomi dan Keuangan) EBBANK: Jurnal Ilmiah Bidang Ekonomi, Bisnis dan Perbankan JENIUS (Jurnal Ilmiah Manajemen Sumber Daya Manusia) Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik Jurnal Riset Bisnis dan Manajemen Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah Jurnal EK dan BI BERDAYA: Jurnal Pendidikan dan Pengabdian Kepada Masyarakat RESLAJ: RELIGION EDUCATION SOCIAL LAA ROIBA JOURNAL MANDAR: Management Development and Applied Research Journal TheJournalish: Social and Government Jurnal Ilmu Manajemen Profitability Coopetition : Jurnal Ilmiah Manajemen Jurnal Fokus Manajemen Bisnis Journal of Management and Bussines (JOMB) Journal of Economics and Business UBS Buletin Poltanesa Jurnal Terapan Manajemen dan Bisnis Jurnal Ekonomi Efektif Transformasi Manageria: Journal of Islamic Education Management Jurnal Bingkai Ekonomi (JBE) Multidiciplinary Output Research for Actual and International Issue (Morfai Journal) Jurnal Kolaboratif Sains COMSERVA: Jurnal Penelitian dan Pengabdian Masyarakat Eduvest - Journal of Universal Studies HIKMATUNA: Journal for Integrative Islamic Studies INTERNATIONAL JOURNAL OF ECONOMICS AND MANAGEMENT REVIEW Jurnal Akuntansi Dan Manajemen Jurnal Ekonomi dan Bisnis
Kusuma Chandra Kirana
Universitas Sarjanawiyata Tamansiswa
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MENUJU KEUNGGULAN MELALUI MALCOLM BALDRIGE DENGAN DAMPAK POSITIF DAN NEGATIFNYA UNTUK DUNIA BISNIS Nita Novia Nugraha Putri; Intri Ayu Murti; Evi Zulfiah; Bekti Widanta; Kusuma Chandra Kirana
Jurnal Akuntansi Dan Manajemen Vol 34 No 1 (2023): JAM Vol 34 No 1 April 2023
Publisher : LPPM STIE YKPN Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53916/jam.v34i1.81

Abstract

This study aims to determine the positive and negative impacts of applying the Malcolm Baldrige Method in the business world. This study also aims to find out whether it is possible if the Malcolm Baldrige Method is applied to MSMEs in Indonesia which in their business development are distinguished by 4 criteria namely Livelihood Activities, Micro Enterprise, Small Dynamic Enterprise and Fast Moving Enterprise, while for the Baldrige Assessment there are 7 pillars of assessment namely Leadership, Strategic Planning, Customer Focused, Measurement-Analysis-Knowledge Management, Workforce Focused, Operations Focused, and Results. To achieve the objectives of this study, researchers used a qualitative critical journal approach and literacy studies. This research finds several positive and negative impact points from the application of the Balcolm Baldrige Method in the business world, and finds that this method cannot be applied to all MSMEs. However, it is possible for an MSMEs that have a vision and mission to enter the stock market, then the 7 pillars of Malcolm Baldrige's assessment can be pioneered which pillars can be developed as early as possible.
The Influence of Distributive Justice Organizational Culture Job Satisfaction on Affective Commitment in BKAD Employees of Kulon Progo District Nooria Kuncoro Wijayanti; Prayekti; Kusuma Chandra Kirana
Jurnal Ekonomi Dan Bisnis Vol 17 No 1 (2023): JEB Vol 17 No 1 Maret 2023
Publisher : LPPM STIE YKPN Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53916/jeb.v17i1.23

Abstract

This research was conducted with the aim of knowing the effect of distributive justice, organizational culture, job satisfaction on affective commitment. The method used in this research is to use quantitative methods. Data collection techniques in this study used a questionnaire method. The population in this study were employees of the Badan Keuangan dan Aset Daerah (BKAD) of Kulon Progo Regency. The sampling technique used a non-probability model with a total sample of 57 employees of the Badan Keuangan dan Aset Daerah (BKAD) of Kulon Progo Regency. From the T test, the results of distributive justice (X1) have a significant effect on affective commitment (Y) with a sig. of 0.004 <0.05. Organizational culture (X2) has a significant effect on employee performance (Y) with a sig. of 0.000 < 0.05. and job satisfaction (X3) has a significant effect on affective commitment (Y) with a sig. of 0.009 <0.05. Keywords: Distributive justice, organizational culture, job satisfaction, affective commitment
Pengaruh Pengalaman Kerja, Kompensasi dan Kepuasan KaryawanTerhadap Prestasi Kerja Karyawan Studi pada Perusahaan Umum Daerah Air Minum Tirta Projotamansari Kabupaten Bantul Risky Siska Prajawati; Kusuma Chandra Kirana; Epsilandri Septyarini
Jurnal Ilmiah Universitas Batanghari Jambi Vol 23, No 2 (2023): Juli
Publisher : Universitas Batanghari Jambi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33087/jiubj.v23i2.3626

Abstract

Companies in the future expect that the businesses they create will have high profits. In addition, the company also expects above average work performance from its employees in the work area. To achieve a rapidly growing company and excellent work performance, the existence of a company really needs a part of human resources. At the Tirta Projotamansari Regional Drinking Water Company in the Bantul Regency, the purpose of this study is to determine the effect of work experience on employee performance, compensation on employee performance, and satisfaction on employee performance, as well as the combined effect of work experience, compensation, and satisfaction on employee performance. The population and samples used in this study were all employees, totaling 60 employees. Because the total number of employees at the Tirta Projotamansari Regional Water Supply Company, Bantul Regency, totaled 60 employees, all employees were taken as a sample, using a saturated sampling technique. using questionnaires as a method of data collection. While multiple linear regression analysis is used for data analysis, and it is supported by the T and F tests. The multicollinearity test, heteroscedasticity test, and normality test make up the traditional assumption test. The research test's findings indicate that job satisfaction and job experience both have positive and significant effects on employee performance. Work compensation also has a positive and significant impact on employee performance. This demonstrates that the variables of work experience, compensation, and employee job satisfaction all influence employee performance in a positive way at the same time.
Kompensasi, Beban Kerja dan Lingkungan Kerja terhadap Turnover Intention (Studi pada Kurir Ekspedisi Anteraja Cabang Yogyakarta) Muhammad Naufal Muzakki; Kusuma Chandra Kirana; E. Didik Subiyanto
Journal of Management and Bussines (JOMB) Vol 6 No 1 (2024): Journal of Management and Bussines (JOMB)
Publisher : IPM2KPE

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31539/jomb.v6i1.8382

Abstract

This research aims to determine and test the influence of compensation, workload and work environment on turnover intention among Anteraja couriers, Yogyakarta branch. Sampling used random sampling technique and a sample of 57 couriers was obtained. Data collection uses questionnaires. The data analysis technique used in this research is multiple linear regression analysis. The research results show that compensation and work environment have no effect on turnover intention, while workload has a positive effect on turnover intention. Conclusion: Compensation and work environment do not have a significant influence on the intention to change jobs (turnover intention) for Anteraja couriers, Yogyakarta branch. Workload has a significant positive influence on the intention to change jobs (turnover intention) for Anteraja couriers, Yogyakarta branch. Keywords: Workload, Compensation, Work Environment, Turnover Intention
The Impact of Islamic Work Ethics and Organizational Justice on Organizational Citizenship Behavior: The Mediating Role of Organizational Commitment Syamsul Hadi; Nur Rokhman; Kusuma Chandra Kirana; Naima Andleeb; Eni Purnasari
Al-Iqtishad: Jurnal Ilmu Ekonomi Syariah Vol 15, No 2 (2023)
Publisher : Faculty of Shariah and Law, UIN Syarif Hidayatullah Jakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15408/aiq.v15i2.33375

Abstract

Abstract. Organizational Citizenship Behavior is not exhibited by all employees within a company. To effectively accomplish objectives, the management must possess a comprehensive understanding of organizational justice, the significance of Islamic values, and the extent to which employee dedication is established. The research aims to analyze the effect of Islamic work ethic and organizational justice on organizational citizenship behavior mediated by organizational commitment. This article employs a quantitative method, with data obtained through questionnaires distributed to 65 respondents from an Indonesian company and analyzed using structural equation modeling. The study shows that the Islamic work ethic positively and significantly affects organizational citizenship behavior and commitment. Organizational justice positively and significantly affects organizational citizenship behavior and commitment. Meanwhile, organizational commitment has a positive and significant effect on organizational citizenship behavior and has been proven to be able to mediate such relationships.  Abstrak. Tidak semua karyawan menunjukkan perilaku organisasi kewarganegaraan. Untuk mencapai tujuannya secara efektif, manajemen harus memiliki pemahaman komprehensif tentang keadilan organisasi, pentingnya nilai-nilai Islam, dan sejauh mana dedikasi karyawan dibangun. Penelitian ini bertujuan untuk menganalisis pengaruh etos kerja Islam dan keadilan organisasi terhadap perilaku organisasi kewarganegaraan yang dimediasi oleh komitmen organisasi. Artikel ini menggunakan metode kuantitatif, dengan data diperoleh melalui kuesioner yang disebarkan kepada 65 responden di satu perusahaan di Indonesia. Sedangkan analisis datanya menggunakan model persamaan struktural. Hasil penelitian menunjukkan bahwa etos kerja Islam berpengaruh positif dan signifikan terhadap perilaku dan komitmen kewargaanorganisasi. Keadilan organisasi berpengaruh positif dan signifikan terhadap Perilaku Organisasi Kewarganegaraan dan Komitmen Organisasi. Komitmen organisasi berpengaruh positif dan signifikan terhadap Perilaku Organisasi Kewarganegaraan dan terbukti mampu memediasi hubungan tersebut.
Analisis Penerapan Kriteria Malcolm Baldrige (MBCfPE) Pada Usaha Mikro Kecil Menengah (UMKM) Di Indonesia Juwarso Juwarso; Erwin Hanggoro Agung Nugroho; Kusuma Chandra Kirana; Setiani Kartika Wati; Erry Kurniawati Widodo
Journal of Economics and Business UBS Vol. 12 No. 3 (2023): Special Issue
Publisher : UniSadhuGuna Business School

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52644/joeb.v12i3.229

Abstract

Penelitian ini bertujuan untuk menganalisis penerapan kriteria Malcolm Baldrige (MBCfPE) pada para pelaku usaha mikro, kecil, dan menengah (UMKM) di Indonesia. Metode yang digunakan adalah penelitian kepustakaan dengan mengumpulkan data dari berbagai sumber yang terkait. Hasil penelitian ini menunjukkan bahwa penerapan kriteria Malcolm Baldrige pada UMKM di Indonesia dapat meningkatkan kualitas dan kinerja UMKM untuk memenuhi kebutuhan pelanggan, meningkatkan efisiensi operasional, serta meningkatkan kinerja keuangan. Selain itu, penerapan kriteria Malcolm Baldrige juga dapat membantu UMKM menghadapi persaingan global dan memaksimalkan potensi pertumbuhan bisnisnya di masa depan. Namun demikian, masih terdapat beberapa kendala dalam penerapan kriteria Malcolm Baldrige pada UMKM di Indonesia, seperti keterbatasan sumber daya, kurangnya pemahaman tentang manfaat penerapan kriteria tersebut, serta kurangnya dukungan dari pemerintah dan organisasi terkait. Oleh karena itu, diperlukan penelitian lebih lanjut untuk mengidentifikasi faktor-faktor yang mempengaruhi penerapan kriteria Malcolm Baldrige pada UMKM di Indonesia dan mengembangkan strategi yang tepat untuk mendorong penerapan kriteria tersebut.
The THE INFLUENCE OF AWARDS AND CAREER DEVELOPMENT AND JOB SATISFACTION ON EMPLOYEE RETENTION AT THE YOGYAKARTA REGIONAL DISASTER MANAGEMENT AGENCY OFFICE Maria Carolina Cony Landung; Kusuma Chandra Kirana; Syamsul Hadi
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 5 No. 3 (2025): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v5i3.2903

Abstract

Retensi karyawan merupakan salah satu tantangan utama yang dihadapi perusahaan dalam menjaga stabilitas dan produktivitas organisasi. Penelitian ini bertujuan untuk menganalisis faktor-faktor yang akan mempengaruhi retensi karyawan, seperti pengembangan karir, kepuasan kerja dan penghargaan. Jumlah sampel yang digunakan sebanyak 60 responden dengan menggunakan teknik Accidental Sampling. Pengumpulan data dengan menyebarkan kuesioner kepada responden. Hasil penelitian menunjukkan bahwa penghargaan berpengaruh positif dan signifikan terhadap retensi karyawan, pengembangan karir berpengaruh positif terhadap retensi karyawan, dan kepuasan kerja berpengaruh positif terhadap retensi karyawan. Temuan ini menunjukkan pentingnya strategi manajemen sumber daya manusia terhadap peningkatan kesejahteraan dan pengembangan seseorang sebagai upaya peningkatan retensi. Kata kunci: penghargaan, pengembangan karir, kepuasan kerja, retensi karyawan
THE INFLUENCE OF SELF-EFFICACY AND LOCUS OF CONTROL ON EMPLOYEE PERFORMANCE WITH JOB SATISFACTION AS AN INTERVENING VARIABLE ON CLEANING OFFICERS AT THE YOGYAKARTA CITY TRADE SERVICE Kelik Novidwyanto Wibowo; Kusuma Chandra Kirana; E. Didik Subiyanto
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 5 No. 4 (2025): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v5i4.3152

Abstract

This study aims to analyze the effect of self-efficacy and locus of control on employee performance with job satisfaction as an intervening variable on Cleaning Officers of the Yogyakarta City Trade Service. This study uses a quantitative approach with a census method of 140 cleaning officers. The data analysis technique used is Partial Least Square - Structural Equation Modeling (PLS-SEM) with the help of SmartPLS software. The results of the study indicate that self-efficacy does not have a significant effect on job satisfaction or employee performance. On the contrary, locus of control has a positive and significant effect on both job satisfaction and employee performance. Job satisfaction has also been shown to have a positive and significant effect on employee performance. However, job satisfaction cannot mediate the effect of self-efficacy on employee performance significantly. This finding indicates that locus of control and job satisfaction are more dominant factors in influencing the performance of cleaning officers. The implication of this study is the importance of focusing efforts to improve performance on aspects of self-control (locus of control) and job satisfaction, through employee involvement and the creation of a conducive work climate.
The Influence of Work Motivation, Compensation, and Work Climate on Employee Performance at PT Steelindo Wahana Perkasa Bangka Belitung Jodhie Anugrah; Kusuma Chandra Kirana; Epsilandri Septyarini
Poltanesa Vol 26 No 2 (2025): December 2025
Publisher : P3KM Politeknik Pertanian Negeri Samarinda

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.51967/tanesa.v26i2.3626

Abstract

This study examines the extent to which work motivation, compensation, and work climate influence employee performance at PT Steelindo Wahana Perkasa Bangka Belitung, a palm oil company located in East Belitung Regency. The research aims to analyze both the partial and simultaneous effects of these variables to provide deeper insights into the determinants of employee performance within plantation-based organizations. A quantitative research design was employed by distributing structured questionnaires to all sixty employees using a five-point Likert scale. Data quality was ensured through validity and reliability testing, followed by classical assumption tests to confirm the suitability of the dataset for regression analysis. Multiple linear regression was used to evaluate the relationships between independent variables and employee performance. The findings indicate that work motivation has a positive and significant effect on employee performance, demonstrating the importance of psychological and intrinsic drivers in enhancing productivity. In contrast, compensation and work climate do not show significant individual effects, suggesting that financial rewards and environmental conditions alone are insufficient to boost measurable performance outcomes. When analyzed simultaneously, the three variables collectively produce a significant effect, as reflected in a coefficient of determination of 0.134. This outcome highlights that employee performance emerges from the interaction of multiple internal factors rather than a single dominant determinant. The study offers practical implications for developing more effective human resource strategies and encourages future research to incorporate broader organizational variables for a more comprehensive model of performance.
Co-Authors Abd Jalil Abdul Rajab Aditya Utama Ahmad Ahmad Aknesta Aknesta Amaliya Dwi Anjani Ambar Lukitaningsih Ana Marfuah Ana Suyanti Ana Suyanti Ance Andriani Songjanan Andhi Setyawan Andri Purwanta Anisya Widyaningrum Aprilia Jenianti Muti RIu Ardya Widarma Arina Fauziah Artika Dwi Puspitasari Azmah Othman Bekti Widanta Betris Juliana Situmorang Cut Khairunnisa Desratri Nisa Romadhani Diana Riski Puspitasari Didik Subianto Didik Subiyanto Didik Subiyanto Didik Subiyanto Didik Subiyanto Didik Subiyanto Didik Subiyanto Didik Subiyanto Didik Subiyanto Dimas Jayamahe Susanto Dita Fariska E. Didik Subiyanto E. Didik Subiyanto E. Didik Subiyanto E. Didik Subiyanto Edy Wibowo Susanto Efni Pebrianti Elmalia Yuniar Hastari Eni Purnasari Eni Rahmawati Epsilandri Septyarini Epsilandri Septyarini Epsilandri Septyarini Epsilandri Septyarini Erry Kurniawati Widodo Erwin Hanggoro Agung Nugroho Evi Zulfiah Faris Arya Wiratama Feriyati Suharto Fredy Wahyu Hendra Gendro Wiyono Gendro Wiyono Hardika Dwi Hermawan Hasna Zulfa Nurfauziah Henny Welsa Heny Septianingsih Ignatius Soni Kurniawan Ignatius Soni Kurniawan Intri Ayu Murti Jajuk Herawati Jajuk Herawati Jalal Firdaus Jihan Lestari Jodhie Anugrah Juwarso Juwarso Kartika Kurniasari Kelik Novidwyanto Wibowo Khoirul Arifin Kristi Wardani Kurniasari Tripambudi Kusrini Kusrini Lina Afifah Lukas Lamere Lukito Oki Hermawan Lutfi Prajayanti M. Idris Purwanto Maria Carolina Cony Landung Matias Yoq Meliza Prawita Mellia Fitriani Merlinnia Sandra Dewi Mochammad Iqbal Haras Moh. Rusnoto Susanto Muhamad Nasrip Muhammad Hengki Setiawan Muhammad Naufal Muzakki Muzhaffar Rafiif M Butudoka Naima Andleeb Nikolaus Oktovianus Ladoopun Moton Nita Novia Nugraha Putri Nooria Kuncoro Wijayanti Novi Krista Hermawan Nur Fajar Pono Nur Rokhman Nurita Dewi Setyawati Prayekt Prayekt Prayekti Prayekti Prayekti Prayekti, Prayekti Rahayu Retnaningsih Ratih Kusumawardhani Retno Dwi Astuti Revisan Prisintava Hia Risky Siska Prajawati Rya Febi Mahanani Selamet Hartanto Setiani Kartika Wati Sintya Kartika Dewi Siti Hidayati Siti Kusandhitasari Jayaningrum Sri Hermuningsih Syamsul Hadi Tegas Tri Sakti Tri Haryani Tri Mega Nur Utami Tri Ratna Purnamarini Umi Hanik Ampreliana Vira Aliffia Nadya Sivi