Article Per Year (5 Year)
p-Index From 2020 - 2025
1.259
P-Index
This Author published in this journals
All Journal Jurnal Sinergi Economic Journal of Emerging Markets Jurnal Siasat Bisnis Sains: Jurnal Manajemen dan Bisnis IJBE (Integrated Journal of Business and Economics) Jurnal Inovasi Bisnis (Inovbiz) Jurnal Pendidikan dan Konseling JURNAL ILMIAH GLOBAL EDUCATION Journal of Education Technology Information Social Sciences and Health Indonesian Journal of Accounting and Business
Suhartini
Prodi Manajemen Fakultas Bisnis Dan Ekonomika Universitas Islam Indonesia
Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Languange, Linguistic, Communication & Media Mathematics Neuroscience Nursing Public Health Social Sciences Other

Published : 11 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 11 Documents
Search

 1   2 
Peranan Gaya Kepemimpinan terhadap Motivasi Kerja dan Kinerja Karyawan PT. Jamsostek (Persero) Cabang Yogyakarta Resy Wina Putra; Suhartini .
Sinergi: Kajian Bisnis dan Manajemen Vol. 13 No. 1 (2012)
Publisher : Universitas Islam Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.20885/js.v13i1.3829

Abstract

This study aims to determine the effect of leadership style is instructive, consultative, participative, and delegative jointly or partially on work motivation and employee performance, determine the effect of motivation on performance as well as determine the effect of motivation as a intervening variable between leadership styles on employee performance PT . Jamsostek (Persero) in Yogyakarta. The population in this study are permanent employees of PT. Jamsostek (Persero) Branch of Yogyakarta is located in Jln. Urip Sumoharjo 106 which are 32 employees. While the sample in this study using a census method for a total sample of 32 employees. Analytical model used in this study is a simple linear regression analysis and multiple linear regression analysis. The results found partial simultaneous leadership style and instructive, consultative, participative, and delegative to the motivation of employees of PT. Social Security Branch of Yogyakarta, There is a positive influence of motivation on the performance of employees of PT. Social Security Branch of Yogyakarta, There is a simultaneous influence of leadership style and a partial instructive, consultative, participative, and delegative on the performance of employees of PT. Social Security Branch of Yogyakarta, and the most influential leadership style is positively instructive to work motivation, whereas the most influential consultative leadership style positively to the performance of employees of PT. Social Security Branch of Yogyakarta.Keywords: leadership style, instructive, consultative, participative, delegative, motivation    and employee performance.
Pengaruh penggunaan berbagai faktor produksi terhadap produksi padi program Supra Insus: Kasus di Kabupaten Sleman Marzuki Marzuki; Unggul Priyadi; Suhartini Suhartini
Economic Journal of Emerging Markets Volume 2, 1994
Publisher : Universitas Islam Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.20885/ejem.v2i1.6572

Abstract

Pelaksanaan pengembangan tanaman pangan, khususnya beras, semenjak 1984 berhasil mencapai swasembada. Suatu hal yang pantas disyukuri bahwa negara kita yang sebelumnya merupakan pengimpor beras terbesar di dunia, akhirnya mampu berswasembada. Keberhasilan ini merupakan kebijaksanaan ini merupakan kebijaksanaan pemerintah dalam upaya memenuhi kebutuhan beras.
The Role of Work Engagement in Moderating the Impact of Job Characteristics, Perceived Organizational Support, and Self-Efficacy on Job Satisfaction Adhe Rachman Sulistyo; Suhartini Suhartini
Integrated Journal of Business and Economics (IJBE) Vol 3, No 1 (2019): Integrated Journal of Business and Economics
Publisher : Fakultas Ekonomi, Universitas Bangka Belitung

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (476.562 KB) | DOI: 10.33019/ijbe.v3i1.112

Abstract

This research is aimed at figuring out the extent to which job characteristics, perceived organizational support and self-efficacy affect job satisfaction with work engagement serving as an intervening variable. The respondents of this research were 101 employees of the Centre for the Development and Empowerment of Educators and Educational Personnel (P4TK) of Art and Culture of Yogyakarta. The data were collected using questionnaires. The data were analyzed quantitatively and qualitatively. The quantitative analysis techniques used in this research were t-test, F-test, multiple regression analysis and path analysis. The research yielded some results. Firstly,  job characteristics and self-efficacy had a significant effect on work engagement and perceived organizational support did not have any significant effect on work engagement, but together it had a significant effect on work engagement. Secondly, job characteristics and perceived organizational support had a significant effect on job satisfaction, and self-efficacy did not have any significant effect on job satisfaction, but together it had a significant effect on job satisfaction. Thirdly, work engagement had a significant effect on job satisfaction. Fourthly, job characteristics and perceived organizational support had a greater effect on job satisfaction directly, and self-efficacy had a greater effect on job satisfaction indirectly through work engagement. The results of this research can be used as a reference for P4TK to improve employees' job satisfaction, and ultimately, support the achievement of organizational goals.
Peran Organizational Citizenship Behavior dalam Memoderasi Pengaruh Work Life Policies, Pemberdayaan, dan Training & Development Terhadap Kinerja Willda Mega Ayudia; Suhartini Suhartini
Sains: Jurnal Manajemen dan Bisnis Vol 12, No 2 (2020)
Publisher : FEB Universitas Sultan Ageng Tirtayasa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35448/jmb.v12i2.7131

Abstract

This research aims to examine the role organizational citizenship behaviour (OCB) in moderating the influence of work life policies (WLP), empowerment and training and development (T&D) on performance. In this research, the respondents are 40 employees of Industry and Trade Office of Tasikmalaya Regency. The data collection method uses a questionnaire. The analytical method uses regression analysis and path analysis. The result of this research denoted that: Firstly, WLP, empowerment and T&D positively and significantly affected the employees’ OCB both partially and simultaneously. Secondly, WLP, empowerment and T&D positively and significantly affected the employees’ performance both partially and simultaneously. Thirdly, OCB positively affected the employees’ performance. Fourthly,  WLP, empowerment and T&D indirectly affected employee’s performance through OCB. All in all, the researcher expects that this research may be used as reference by Industry and Trade Office of Tasikmalaya Regency in order to improve the employees’ performance. 
Pengaruh disiplin kerja dan iklim komunikasi terhadap kinerja pegawai Dinas Perhubungan Kota Yogyakarta, dengan motivasi kerja sebagai variabel intervening Siti Noer Istiqomah; Suhartini Suhartini
Jurnal Siasat Bisnis Vol. 19 No. 1 (2015)
Publisher : Management Development Centre (MDC) Department of Management, Faculty of Business and Economics Universitas Islam Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.20885/jsb.vol19.iss1.art8

Abstract

Manajemen sumber daya manusia yang baik akan dapat meningkatkan kinerja karyawan berdasarkan harapan organisasi. Penelitian ini bertujuan untuk mengetahui pengaruh disiplin dan iklim komunikasi terhadap kinerja karyawan Departemen Perhubungan Yogyakarta (DPKY) dengan motivasi kerja sebagai variabel intervening. Populasi penelitian adalah seluruh karyawan Dinas Perhubungan Yogyakarta dengan jumlah total 216 orang. Jumlah sampel 68 orang dan teknik pengambilan sampel menggunakan teknik stratified random sampling. Pengujian hipotesis menggunakan t-test, F, Independent Sample t-test dan analisis jalur. Hasil penelitian menunjukkan bahwa: (1) Ada pengaruh yang signifikan antara disiplin kerja dan iklim komunikasi terhadap motivasi kerja karyawan dari DPKY baik secara parsial maupun secara simultan, (2) Ada pengaruh yang signifikan antara disiplin kerja dan iklim komunikasi terhadap kinerja karyawan DPKY, baik secara parsial maupun secara simultan, (3) Ada pengaruh yang signifikan antara motivasi kerja terhadap kinerja karyawan DPKY, (4) Ada perbedaan dalam kinerja tetapi tidak signifikan antara karyawan dengan status PNS dan status non-PNS ; dan (5) Pengaruh langsung (disiplin dan iklim komunikasi ke kinerja) lebih besar dari pengaruh tidak langsung (disiplin kerja dan iklim komunikasi terhadap kinerja melalui motivasi kerja).
Disiplin Kerja : Analisis Faktor dan Strategi Implementasinya Rizki Nur Ikhtiari; Suhartini Suhartini
Jurnal Pendidikan dan Konseling (JPDK) Vol. 4 No. 5 (2022): Jurnal Pendidikan dan Konseling
Publisher : Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/jpdk.v4i5.7748

Abstract

Penelitian ini berfokus pada masalah kedisiplinan karyawan PT SM dengan objek penelitian karyawan bagian oven. Objek penelitian dipilih karena seringnya masalah kedisiplinan muncul dari bagian oven seperti masalah kehadiran, keterlambatan, hingga kecacatan dari hasil produksi. Sampel penelitian yang diambil berjumlah lima orang dari bagian oven dan satu orang supervisor produksi. Penelitian dilakukan menggunakan metode kualitatif dengan teknik pengumpulan data melalui aktivitas observasi dan wawancara, serta didukung data sekunder. Analisis data dilakukan dengan membandingkan data hasil observasi dan wawancara dengan teori yang ada, serta data sekunder seperti peraturan perusahaan, tata tertib, hingga daftar hadir karyawan. Hasil analisis data menunjukkan bahwa kedisiplinan karyawan masih rendah. Faktor yang mempengaruhi adalah faktor intriksik dari diri sendiri karyawan serta pengaruh lingkungan sosial.
How work environment lead to performance? Wahyu Kurniawan; Suhartini Suhartini; Andriyastuti Suratman
Inovbiz: Jurnal Inovasi Bisnis Vol 11, No 1 (2023)
Publisher : Politeknik Negeri Bengkalis

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35314/inovbiz.v11i1.3266

Abstract

This study seeks to confine the effect of the work environment relationship on improving employee performance and the impact of performance evaluation on employee performance. The variables of this study consist of the independent variables, namely work environment and performance evaluation, and the dependent variable, namely employee performance. This study uses a method in the form of a quantitative approach, with the data collection tool used as an online questionnaire—a sample of 101 respondents using a non-probability sampling method. Data analysis in this study used Partial Least Squares (PLS) with SmartPLS v.3.3 software. The study's outcomes reveal that the work environment variable positively affects employee performance. At the same time, performance evaluation does not involve improving employee performance. 
THE ROLE OF ORGANIZATIONAL COMMITMENT IN MODERATING THE INFLUENCE OF PROCEDURAL JUSTICE, DISTRIBUTIVE JUSTICE, INTERACTIONAL JUSTICE ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR Suhartini Suhartini; Amanto Sulaya
IJAB Indonesian Journal of Accounting and Business Vol 1 No 1 (2019): IJAB: Indonesian Journal of Accounting and Business
Publisher : Jurusan Akuntansi, Universitas Bangka Belitung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33019/ijab.v1i1.7

Abstract

This research aims to determine the influence of procedural justice, distributive justice and interactional justice on Organizational Citizenship Behavior (OCB) with organizational commitment as an intervening variable. Respondents in this research were 98 employees of Bank Mandiri Diponegoro Yogyakarta with a work period of more than one year. The data collection method uses a questionnaire, which is measured using a Likert scale. The analytical method uses regression analysis and path analysis. The result of this research indicate that firstly, procedural justice, distributive justice, and interactional justice have a significant influence on organizational commitment, simultaneously. Secondly, procedural justice and distributive justice have a significant influence on OCB, partially. Thirdly, interactional justice does not have a significant influence on OCB partially. Fourthly, procedural justice, distributive justice, and interactional justice have a significant influence on OCB, partially and simultaneously. Fifthly, organizational commitment has a significant influence on OCB. Sixthly, the direct influence (the influence of procedural justice, distributive justice and interactional justice on OCB) is greater than the indirect influence (the influence of procedural justice, distributive justice, and interactional justice on OCB through organizational commitment). The result of this research can be used as a reference for Bank Mandiri in creating and improving OCB. This can be realized by providing fair procedures, improving the benefits system, and increasing interaction between employees for the better.
HUMAN CAPITAL MANAGEMENT: PERAN DAN DAMPAKNYA PADA EMPLOYEE BRANDING DI PT. XYZ Takya Amabel Musa; Suhartini Suhartini; Andriyastuti Suratman
Jurnal Ilmiah Global Education Vol. 4 No. 3 (2023): JURNAL ILMIAH GLOBAL EDUCATION, Volume 4 Nomor 3, September 2023
Publisher : LPPM Institut Pendidikan Nusantara Global

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55681/jige.v4i3.1111

Abstract

Today, the role of Human Capital Management HCM is very important to make the company business more competitive in the global economic competition. Human capital must retain the top talent employee, beside it must make the employees engage with the company. Providing the best employee value proposition that fits with the company's ability and conditions is the one's element of the company's strategy to make employee engagement. Employees who are engaged will be committed and do more than expected to the company. Employee branding can't be forced but as a willingness and self-awareness that requires emotional link between employee and company. This connection is called an employee engagement. This research attempts to explore the roles and the impacts of HCM in employee branding. The methods used in the research are qualitative with descriptive models The sampling of collecting data is through observation, interview, and questionnaire sent directly to 50 employees as respondents. The results indicate that the Human Capital Management has the roles and impacts to the employee branding directly and undirectly.
How work environment lead to performance? Wahyu Kurniawan; Suhartini Suhartini; Andriyastuti Suratman
Inovbiz: Jurnal Inovasi Bisnis Vol 11, No 1 (2023)
Publisher : Politeknik Negeri Bengkalis

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35314/inovbiz.v11i1.3266

Abstract

This study seeks to confine the effect of the work environment relationship on improving employee performance and the impact of performance evaluation on employee performance. The variables of this study consist of the independent variables, namely work environment and performance evaluation, and the dependent variable, namely employee performance. This study uses a method in the form of a quantitative approach, with the data collection tool used as an online questionnaire—a sample of 101 respondents using a non-probability sampling method. Data analysis in this study used Partial Least Squares (PLS) with SmartPLS v.3.3 software. The study's outcomes reveal that the work environment variable positively affects employee performance. At the same time, performance evaluation does not involve improving employee performance. 
Co-Authors Adhe Rachman Sulistyo Afiddatul Jannah Alldila Nadhira Ayu Setyaning Amanto Sulaya Andriyastuti Suratman Marzuki Marzuki Resy Wina Putra Rizki Nur Ikhtiari Siti Noer Istiqomah Takya Amabel Musa Unggul Priyadi Wahyu Kurniawan Willda Mega Ayudia