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All Journal AkMen JURNAL ILMIAH EQIEN - JURNAL EKONOMI DAN BISNIS Almana : Jurnal Manajemen dan Bisnis Jurnal Manajerial Jurnal Gema Ngabdi MANAJEMEN DEWANTARA ACADEMICS IN ACTION Journal of Community Empowerment Abdimas UNWAHAS : Jurnal Pengabdian Masyarakat UNWAHAS Jurnal Informatika Ekonomi Bisnis Kontribusia : Research Dissemination for Community Development Journal Informatic, Education and Management (JIEM) Budapest International Research and Critics Institute-Journal (BIRCI-Journal): Humanities and Social Sciences INNOVATION RESEARCH JOURNAL Journal of Economics and Business UBS Jurnal Interprof Indonesian Journal of Economy, Business, Entrepreneuship and Finance (IJEBEF) DedikasiMU: Journal of Community Service Sibatik Journal : Jurnal Ilmiah Bidang Sosial, Ekonomi, Budaya, Teknologi, Dan Pendidikan JEMSI (Jurnal Ekonomi, Manajemen, dan Akuntansi) Premium: Insurance Business Journal EKONOMIKA45 MES Management Journal Jurnal Kreativitas dan Inovasi (Jurnal Kreanova) Journal of Social And Economics Research Jurnal Mahasiswa Manajemen Digital Bisnis: Jurnal Publikasi Ilmu Manajemen Dan E-commerce Jurnal Ekonomi Manajemen Akuntansi Trending: Jurnal Manajemen dan Ekonomi Jurnal Informatika Ekonomi Bisnis Jurnal Nuansa: Publikasi Ilmu Manajemen dan Ekonomi Syariah Conscilience: Jurnal Penelitian dan Pengabdian Masyarakat Jurnal Pengabdian Manajemen Jurnal Bisnis dan Kewirausahaan Majapahit Journal of Islamic Finance dan Management VISA: Journal of Vision and Ideas Majapahit Journal of Islamic Finance dan Management JER journal of social and economic research JIMEK Jurnal Manajemen, Bisnis dan Kewirausahaan Jurnal Simki Economic
Heru Baskoro
Universitas Muhammadiyah Gresik
Religion Agriculture, Biological Sciences & Forestry Arts Humanities Chemical Engineering, Chemistry & Bioengineering Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Electrical & Electronics Engineering Engineering Environmental Science Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Mathematics Medicine & Pharmacology Public Health Social Sciences Other

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Mediation-Moderation Model: The Influence of Locus of Control, Career Motivation, and Knowledge on Sustainable Career Through Self-Efficacy and Internship Experience Heru Baskoro; Sukaris, Sukaris
Almana : Jurnal Manajemen dan Bisnis Vol. 9 No. 3 (2025): December
Publisher : Bandung: Prodi Manajemen FE Universitas Langlangbuana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36555/almana.v9i3.2978

Abstract

Sustainable career development in college students requires an understanding of the psychological, cognitive, and experiential factors that influence it. This study aims to analyze the influence of Locus of Control, career motivation, human resource knowledge, internship experience, and self-efficacy on sustainable careers, including the moderating and mediating roles between variables. The research method used a quantitative approach with SEM-PLS analysis on respondents from human resource management study programs. The results showed that Locus of Control and career motivation had a positive effect on self-efficacy, while human resource knowledge and internship experience had no effect. Internship experience moderated the influence of career motivation and human resource knowledge on self-efficacy, but did not moderate the influence of Locus of Control or self-efficacy on sustainable careers. In addition, human resource knowledge, self-efficacy, and internship experience had a positive effect on sustainable careers, while Locus of Control and career motivation had no effect. Self-efficacy only mediated the relationship between career motivation and sustainable careers. Overall, the study concluded that sustainable career development is more determined by actual experience and self-confidence than dispositional and motivational characteristics.
Analisis Proses Rekrutmen dan Seleksi Karyawan pada Sektor Jasa Konstruksi di PT Asuka Engineering Indonesia Ananda Revi Faizah; Heru Baskoro
Jurnal Manajemen, Bisnis dan Kewirausahaan Vol. 5 No. 2 (2025): Agustus : Jurnal Manajemen, Bisnis dan Kewirausahaan (JUMBIKU)
Publisher : Lembaga Pengembangan Kinerja Dosen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/jumbiku.v5i2.5691

Abstract

This study examines PT Asuka Engineering Indonesia, a company operating in the construction services sector, with a primary focus on the challenges faced by the company in the recruitment process to ensure an efficient and high-quality workforce. Recruitment is a crucial aspect in maintaining the continuity and quality of construction projects. Therefore, the purpose of this research is to analyze the implementation of the Standard Operating Procedures (SOP) in the recruitment process and identify the obstacles faced by the company in meeting its human resource needs. The research approach used in this study is descriptive qualitative, with data collection through structured interviews conducted with relevant parties within the company. The findings of this study revealed that although PT Asuka Engineering Indonesia has well-structured recruitment SOPs, the implementation still faces various challenges. Some of the identified obstacles include a lack of proper planning regarding human resource needs, ineffective coordination between divisions, and budget constraints to meet the urgent and unexpected human resource demands. These issues have caused the recruitment process to not always run smoothly, leading to a mismatch between the required workforce and the available qualified human resources. Based on these findings, it is recommended that the company improve its human resource planning process, focusing on more accurate predictions of labor needs, and strengthen coordination between divisions to ensure a smoother recruitment process. Enhancing communication between departments is also essential to ensure that every division can work synergistically and complete the recruitment process on schedule and as needed. The implications of these findings suggest that improvements in planning, budgeting, and communication are necessary to ensure that the recruitment process is more effective, efficient, and timely.
Pengaruh Beban Kerja dan Motivasi terhadap Kepuasan Kerja Karyawan Divisi Operasional PT. Siam Maspion Terminal Azel Azahra Pramudita; Heru Baskoro
Jurnal Manajemen, Bisnis dan Kewirausahaan Vol. 5 No. 2 (2025): Agustus : Jurnal Manajemen, Bisnis dan Kewirausahaan (JUMBIKU)
Publisher : Lembaga Pengembangan Kinerja Dosen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/jumbiku.v5i2.5695

Abstract

Employee job satisfaction is an essential dimension in a company's personnel management system, particularly in the port services sector, which is characterized by high-demand work, fast-paced work rhythms, and complex operational dynamics. An optimal level of job satisfaction can have a direct impact on productivity, service quality, and the sustainability of the company's operations. PT. Siam Maspion Terminal, as a port company, focuses on managing its Operational Division by considering two main factors: workload and employee motivation, which are believed to play a significant role in determining the level of job satisfaction. This study aims to empirically examine the relationship between workload and motivation on employee job satisfaction in the Operational Division of PT. Siam Maspion Terminal. The research method used is quantitative with a survey design, involving 58 respondents selected using a census technique. Data were collected through a structured questionnaire that has been tested for validity and reliability, then analyzed using multiple linear regression with the help of SPSS version 26 software. The results of the study indicate that workload and motivation simultaneously and partially have a positive and significant effect on employee job satisfaction. This means that proportionally managed workload and effectively designed motivation can increase employee job satisfaction in this sector. These findings provide practical implications: company management needs to implement a fair, realistic, and balanced workload management strategy, accompanied by a structured, consistent motivation program tailored to employee needs and characteristics. This research is limited to the port services sector; therefore, it is recommended that similar research be conducted in other industrial sectors to gain a more comprehensive understanding and generalize the findings more broadly.
Pengaruh Gaya Kepemimpinan dan Lingkungan Kerja Terhadap Kinerja Karyawan dengan Dimediasi Variabel Motivasi Puji Santoso; Heru Baskoro
Jurnal Simki Economic Vol 7 No 1 (2024): Volume 7 Nomor 1 Tahun 2024
Publisher : Universitas Nusantara PGRI Kediri

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29407/jse.v7i1.199

Abstract

This research aims to determine the effect of Leadership Style and Work Environment on Employee Performance mediated by Motivation variables. The population used in this research were employees in the quality control department at an PT. XYZ instant food company in Gresik district. The sample in this research was 54 respondents with a quantitative approach, using non-probability sampling techniques. This data was taken using a questionnaire which was distributed directly to respondents. After the questionnaire was collected, the data was tabulated using Microsoft Excel and analyzed using Smart PLS 4. The results of this research show that Leadership Style has a significant effect on Employee Performance, Work Environment has a significant effect on Employee Performance, Motivation has a significant effect on Employee Performance, Leadership Style has a significant effect on Motivation, Work Environment has a significant effect on Motivation.The Motivation variable succeeded in mediating the effect of the Leadership Style and Work Environment variables on employee performance.
ANALISIS DISIPLIN KINERJA KARYAWAN DALAM PENINGKATAN KINERJA KARYAWAN PT. RAVANA JAYA Zhidan Ibra Pramana; Heru Baskoro
MANAJEMEN DEWANTARA Vol 10 No 1 (2026): MANAJEMEN DEWANTARA
Publisher : Universitas Sarjanawiyata Tamansiswa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30738/md.v10i1.22325

Abstract

Perusahaan konstruksi diwajibkan untuk menyelesaikan proyek tepat waktu dan sesuai target, namun masalah disiplin karyawan sering menjadi hambatan dalam mencapai tujuan tersebut. Di PT. Ravana Jaya, tingkat keterlambatan dan absensi karyawan masih tinggi, yang berdampak pada penyelesaian proyek yang kurang optimal. Kondisi ini menunjukkan adanya hubungan antara disiplin kerja dan kinerja karyawan. Penelitian ini bertujuan untuk menentukan kondisi disiplin kerja karyawan dalam meningkatkan kinerja karyawan dan mengidentifikasi faktor-faktor yang mempengaruhi disiplin kerja di PT. Ravana Jaya. Penelitian ini menggunakan pendekatan kualitatif dengan tipe fenomenologis. Data diperoleh melalui wawancara, observasi, dan dokumentasi, kemudian dianalisis melalui reduksi data, penyajian data, dan penarikan kesimpulan. Hasil penelitian menunjukkan bahwa disiplin kerja, yang meliputi ketepatan waktu, kepatuhan terhadap peraturan, dan tanggung jawab kerja, memainkan peran penting dalam mendukung peningkatan kinerja karyawan.
EFFECTIVENESS OF PT. ABC EMPLOYEE TRAINING PROGRAM Krisna Primastya; Heru Baskoro
Journal Informatic, Education and Management (JIEM) Vol 8 No 2 (2026): AUGUST
Publisher : STMIK Indonesia Banda Aceh

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61992/jiem.v8i2.336

Abstract

This study aims to identify the factors contributing to the failure of the employee training program at PT. ABC in achieving its annual targets and to evaluate the program's effectiveness in enhancing employee skills. The research employs a qualitative approach, utilizing interviews and document analysis as data collection techniques. The findings reveal that the program's failure is due to the lack of relevance between the training content and the company's operational needs, as well as limitations in the delivery methods used. Additionally, suboptimal training management contributes to the low effectiveness of the program. The study concludes that the program's effectiveness remains low because the training materials are not integrated with employees' specific job requirements. The study's limitation lies in its focus on a single company without comparisons to other organizations. The implications of this research highlight the need for improvements in the training curriculum, delivery methods, and training management systems to ensure greater relevance and effectiveness in enhancing employee performance.
The Influence of Organizational Culture and Compensation on Employee Job Satisfaction at PT. Swabina Gatra Outsourcing Division Friska Diva Lisandi; Heru Baskoro
Jurnal Economic Resource Vol. 9 No. 1 (2026): October - March
Publisher : Fakultas Ekonomi & Bisnis Universitas Muslim Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57178/jer.v9i1.1993

Abstract

This study aims to analyze the impact of organizational culture and compensation on job satisfaction of outsourcing employees. Data were collected through a survey of 98 employees. From this population, the sample taken for this study was 79 employees according to the Slovin Formula Calculation. The sampling technique used is the sampling technique with the Slovin Formula, namely n = N / (1 + Ne ^ 2) the result of the calculation of population members. Organizational Culture (X1) has a positive and significant effect on Job Satisfaction (Y). This proves that efforts to build and maintain a strong, supportive, and aligned organizational culture with employee values are important factors that can directly increase job satisfaction at PT. Swabina Gatra. Compensation (X2) has a positive and significant effect on Job Satisfaction (Y). These findings confirm that employee perceptions of the fairness and appropriateness of the compensation system, including salary, benefits, and especially expected incentives, are crucial drivers of job satisfaction. This confirms that the synergistic combination of a positive work environment and a fair reward system is a dominant factor in creating job satisfaction in the PT. Swabina Gatra environment.
Pengaruh Motivasi, Kompensasi dan Beban Kerja Terhadap Produktivitas Karyawan Anterja Gresik Rafi Exa Fahrudi; Heru Baskoro
JEMSI (Jurnal Ekonomi, Manajemen, dan Akuntansi) Vol. 12 No. 1 (2026): Februari 2026
Publisher : Sekretariat Pusat Lembaga Komunitas Informasi Teknologi Aceh

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35870/jemsi.v12i1.5720

Abstract

The success of a company can be seen from the level of productivity of its employees. This study aims to determine the effect of motivation, compensation and workload on the productivity of Anteraja Gresik employees. This research method is quantitative and primary data is obtained using a questionnaire. The population of this study is Anteraja Gresik employees and a sample of 30 employees selected using the saturated sampling method. SPSS 23 software is used for data analysis and hypothesis testing. The results show that the motivation variable has a positive but insignificant effect on the productivity of Anterja  Gresik employees. The compensation variable has a positive and significant effect on the productivity of Anterja Gresik employees. The workload variable has a negative but insignificant effect on the productivity of Anterja  Gresik employees.
The Effect Of Locus Of Control, Career Motivation, Knowledge On Interest In Building A Sustainable Career On Human Resources With The Mediation Of Self-Efficacy Heru Baskoro; Sukaris Sukaris
Jurnal Manajerial Vol. 12 No. 01 (2025): Jurnal Manajerial
Publisher : Program Studi Manajemen Universitas Muhammadiyah Gresik

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30587/jurnalmanajerial.v12i01.9461

Abstract

Background - Currently, job prospects or careers for management students, especially those interested in human resource management, need to be evaluated whether they are still promising. In the context of the world of work, individuals who want a career in this field will specialize in managing the workforce in various types of organizations. This includes various topics, such as employee management, employment law, business ethics, HR data analysis, organizational development, and HR management strategies. Aim - obtain empirical evidence of the sustainable career interests of students interested in human resource management concentrations which are effected by locus of control, knowledge, motivation, self-efficacy. Design /Methodology /Approach - Quantitative research design with a sample of management students concentrating in human resource management at UMG, with a target sample carried out in a saturated manner. The analysis method used is path analysis with the help of WarpPls. Findings - That locus of control has no effect on self-efficacy, motivation has an effect on career self-efficacy, knowledge has an effect on self-efficacy, locus of control has no effect on interest in a sustainable career, career motivation has an effect on interest in a sustainable career, knowledge has an effect on interest in a sustainable career, self-efficacy has an effect on interest in a sustainable career, locus of control has no effect on interest in a sustainable career through self-efficacy, career motivation has an effect on interest in a sustainable career through self-efficacy, and knowledge has no effect on interest in a sustainable career through self-efficacy. Research Implications - That if students want to have a career in the field resource humans must increase their knowledge and literacy rules- labor regulations that act as the initial foundation for pursuing a sustainable career and need to continue to increase knowledge and capabilities. Theoretical implications can use self-efficacy as a mediator between career motivation and sustainable career intentions in the field of human resources. Research Limitations - This research only explores data from student sources who chose an interest in human resources, as well as the expected sample target which was not met, so that in the future research can make comparisons of career interests in the field of human resources involving many students as respondents.
WORK LIFE BALANCE AND ACADEMIC STRESS EFFECTS ON MANAGEMENT STUDENT BURNOUT MEDIATED BY SELF EFFICACY Dwi Indah; Heru Baskoro
Jurnal Interprof Vol 12 No 1 (2026): Jurnal Interprof, April
Publisher : LPPM UNIVERSITAS BINA INSAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32767/interprof.v12i1.3253

Abstract

Purpose: This study examines the effects of work-life balance and academic stress on burnout among management students, with self-efficacy as a mediating variable. Unlike previous studies that examined these predictors separately, this research integrates them to reveal the complex mediating mechanisms of self-efficacy. Research Methodology: This quantitative study employed a causal survey design involving 203 active management students at Universitas Muhammadiyah Gresik, selected via purposive sampling. Data were analyzed using Partial Least Square-Structural Equation Modeling (PLS-SEM). Results: Academic stress emerged as the strongest predictor of burnout, while work-life balance significantly reduced it. Self-efficacy demonstrated competitive partial mediation with a suppressor effect for both predictors, revealing that its protective role is complex when analyzed simultaneously with correlated predictors rather than acting as a simple unidirectional buffer. Conclusions: Reducing academic burnout requires prioritizing academic stress management and work-life balance enhancement. Self-efficacy interventions alone may be insufficient without addressing underlying stressors and resource imbalances. Limitations: The cross-sectional design and single-institution sample limit generalizability. Structural multicollinearity among predictors requires cautious interpretation of direct path coefficients. Contributions: Theoretically, this study extends Conservation of Resources theory by demonstrating how self-efficacy operates through a complex suppressor mechanism when resource depletion and maintenance factors are analyzed simultaneously. Practically, it guides institutions in developing integrated interventions addressing stress management, work-life balance, and psychological capital
Co-Authors Ahmad Qoni Dewantoro Ahmed Asad Purbaya Ajeng Yanisha Alkusani Alkusani, Alkusani Alna As Zahra Ananda Revi Faizah Aries Kurniawan As Zahra, Alna Asep Saepuloh Azel Azahra Pramudita Beni Dwi Komara Bunga Hidayati Cahyanisyam, Sherin Novia Dewantoro, Ahmad Qoni Diany faila sophia Dwi Indah Elok Vilantika Ernawati Ernawati Esti Dwi Winanti Firda Eka Zuliyatin Firdausa, Natasya Amatul Firdhausiah, Fitri Firnanda, Novia Friska Diva Lisandi Hadi Ismanto Haninah Hanim Hendra Suwardana Hendra Suwardana, Hendra Hermawan, Muhammad Hengki Indro Kirono Indro Kirono Janatun Na’imah Jihan Rohadatul Aisy Khudlori, Mas'ud Krisna Primastya Kusumaningrum, Rachmadita Nurdian Lailatul mafazah Lestari, Endang Dwi Linda Mia Ayu Lestari M. Ardiva Arga P.S Maulidiah, Uzla Moch. Alfin Aditya Mohamad Agung Prasetyo Muhammad Hengki Hermawan Muhammad Ilham Sukma Muhammad Za'qi Nadhirotul Laily Nasyanka, Anindi Lupita Nur Cahyadi Nur Hida Puji Santoso Puji Santoso Putra Panji Respasti Rachmadina, Salsabillah Cahya Rafi Exa Fahrudi Rahmat Agus Santoso Roziana Ainul Hidayati Saefuloh, Asep Sholiha, Ni'matus Sinta Wahyu Salsabilla Slamet, Sofiyah rokhmawati Sofiatul Aulia Sukaris Suwandi Suwandi Suwandi, S. Suwarno Syafitri, Maya Tri Ariprabowo Vikry Agung Prasetiyo Zarkasi, Muhammad Rifqi Zhidan Ibra Pramana