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All Journal Jurnal Ilmiah Universitas Batanghari Jambi Menara Ilmu JENIUS (Jurnal Ilmiah Manajemen Sumber Daya Manusia) Zona Manajemen: Program Studi Magister Sains Manajemen Universitas Batam International Journal of Educational Review, Law And Social Sciences (IJERLAS) Multidiciplinary Output Research for Actual and International Issue (Morfai Journal) International Journal of Social Science, Educational, Economics, Agriculture Research, and Technology (IJSET)
Indrayani Indrayani
Department Of Management, Faculty Of Economic Universitas Batam, Indonesia
Religion Agriculture, Biological Sciences & Forestry Arts Humanities Chemical Engineering, Chemistry & Bioengineering Civil Engineering, Building, Construction & Architecture Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Energy Engineering Environmental Science Health Professions Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Materials Science & Nanotechnology Social Sciences Other

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THE EFFECT OF WORK-LIFE BALANCE, WORK STRESS AND WORK MOTIVATION ON JOB SATISFACTION THROUGH PSYCHOLOGICAL CAPITAL ON BNN MILLENIAL EMPLOYEES IN RIAU ISLANDS Meta Amelia Widya Saputri; Muammar Khaddafi; I Wayan Catrayasa; Indrayani Indrayani
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 1 No. 11 (2022): OCTOBER
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijset.v1i11.68

Abstract

The purpose of this study was to determine and examine the effect of work-life balance, work stress and work motivation on employee job satisfaction with psychological capital as an intervening variable. The method used in this study uses a quantitative approach, data collection using a questionnaire and distributed to 81 respondents. Statistical data analysis using SEM-PLS (Structural Equation Modeling-Partial Least Square) and using path analysis to examine the pattern of relationships that reveal the influence of variables with other variables. Both direct and indirect effects use the Smart PLS Ver 3.0 software. The results showed that the work-life balance directly had a positive and significant effect on psychological capital with a p-value of 0.004 <0.05,
THE EFFECT OF INDIVIDUAL CHARACTERISTICS, WORK CULTURE, TEAMWORK, AND WORK DISCIPLINE ON EMPLOYEE PERFORMANCE WITH MOTIVATION AS AN INTERVENING VARIABLE AT THE REGIONAL SECRETARIAT OF KARIMUN REGENCY Yuslinda Yuslinda; Indrayani Indrayani; Muammar Khaddafi; I Wayan Catrayasa
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 1 No. 12 (2022): NOVEMBER
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijset.v1i12.82

Abstract

Human resources are important in an organization or agency if they have an active and quality nature. So that organizational goals can be achieved easily if they are encouraged by increasing the potential of their human resources, in a government agency the Regional Secretariat of Karimun Regency is also very necessary, with increasing employee performance on individual characteristics, work culture, teamwork, work discipline, and motivation factors that become benchmarks for employees in carrying out their obligations at work. The research uses a quantitative approach. The result of this research is that all X variables have an indirect effect, which has a greater value than the variables that directly affect employee motivation and performance. The greatest indirect effect is work discipline with a total of 2873. According to the data managed it shows the R-square value of the Performance variable of 0.148. The R-square value of 0.148 means that the variability of the Performance construct which can be explained by the Variability of Motivation is 14.8% while the remaining 85.2% is influenced by other variables outside those studied, which means that the influence of all exogenous constructs of all variables X on Y is weak. The R-square value of the Motivation variable is 0.720. The R-square value of 0.720 means that the variability of the Motivation construct can be explained by the variability of the construct of all X variables of 72.06% while the remaining 28% is influenced by other variables outside the one studied, which means the influence of all exogenous constructs of all X variables on Z including very strong.
Pengaruh Kompetensi, Beban Kerja dan Motivasi terhadap Kinerja Pegawai melalui Insentif sebagai Variabel Intervening pada Pengelola Keuangan di Sekolah Dasar Negeri Tanjung Pinang Lisah Lisah; Indrayani Indrayani; Mohamad Gita Indrawan
Jurnal Ilmiah Universitas Batanghari Jambi Vol 24, No 2 (2024): Juli
Publisher : Universitas Batanghari Jambi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33087/jiubj.v24i2.4658

Abstract

This research aims to determine the influence of competency, workload and motivation variables on employee performance through incentives for financial managers at SDN Tanjung Pinang. Data analysis using SEM-PLS (structural Equation Modeling-Partial Least Square). The results of this study found that competence has a positive but not significant effect on employee performance, workload has a negative and significant effect on employee performance, motivation has a positive and significant effect on employee performance, competence has a positive but not significant effect on wages, workload has a positive and significant effect on incentives, motivation has a positive and significant effect on incentives, incentives have a positive and significant effect on performance, competence has a positive and significant effect on performance with incentives as an intervening variable, workload has a positive and significant effect on performance with incentives as an intervening variable, motivation has a positive and significant effect on performance with incentives as an intervening variable.
DETERMINATION OF THE WORKING ENVIRONMENT, COMPETENCY AND COMMUNICATION ON EMPLOYEE ORGANIZATIONAL COMMITMENT WITH JOB SATISFACTION AS INTERVENING VARIABLE IN THE RIAU ISLAND PROVINCE HEALTH DEPARTMENT Citra Lestari; Chablullah Wibisono; Muammar Khaddafi; Indrayani Indrayani
International Journal of Educational Review, Law And Social Sciences (IJERLAS) Vol. 2 No. 6 (2022): November
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijerlas.v2i6.447

Abstract

This study aims to determine the determination of the work environment, competence, communication on work commitment and job satisfaction as intervening variables. The hypothesis proposed that Work Environment determines Job Satisfaction, Competence determines Job Satisfaction, Communication determines Job Satisfaction, Work Environment determines Work Commitment, Competence determines Work Commitment, Communication determines Work Commitment, Job Satisfaction determines Work Commitment, Work Environment determines Work Commitment through Job Satisfaction, Competence determines work commitment through job satisfaction, communication determines work commitment through job satisfaction. The sample in this study were all employees of the Riau Islands Province Health Service with the status of ASN. The number of samples used is 119 respondents. The data obtained were analyzed using data analysis techniques with the help of AMOS 24.0 software. The results of the study show that the work environment determines job satisfaction. CR value of 3.035 > 2,000 and Probability = 0.002 < 0.05, indicating that the positive determination is significant. Competence on Job Satisfaction CR value of 3,641 > 2,000 and Probability = ***<0.05, indicating that the positive determination is significant. Communication on Job Satisfaction Value of CR = 2.330 > 2,000 and Probability = 0.02 <0.05 indicates that the positive determination is significant. Work Environment on Work Commitment Value of CR -0.144 < 2,000 and Probability 0.886 > 0.05 indicates that the positive determination is not significant. Competence on Work Commitment. CR value 0.190 < 2, 000 and Probability = 0.849 > 0.05 indicates that the positive determination is not significant. Communication on Work Commitment Value of CR 1.901 < 2,000 and Probability = 0.057 > 0.05 indicates that the positive determination is not significant. Job Satisfaction on Work Commitment CR value 0.503 < 2,000 and Probability = 0.615 < 0.05 indicates that the positive determination is not significant. Determination of Work Environment on work commitment through job satisfaction 0.34202342 > 0.005 indicates that positive determination is not significant. Determination of competence on work commitment through job satisfaction 0.3349426 > 0.005 indicates that positive determination is not significant. Communication determination on work commitment through job satisfaction 0.35833489 > 0.005 indicates that positive determination is not significant. 05 indicates that the positive determination is not significant. Communication on Work Commitment Value of CR 1.901 < 2,000 and Probability = 0.057 > 0.05 indicates that the positive determination is not significant. Job Satisfaction on Work Commitment CR value 0.503 < 2,000 and Probability = 0.615 < 0.05 indicates that the positive determination is not significant. Determination of Work Environment on work commitment through job satisfaction 0.34202342 > 0.005 indicates that positive determination is not significant. Determination of competence on work commitment through job satisfaction 0.3349426 > 0.005 indicates that positive determination is not significant. Communication determination on work commitment through job satisfaction 0.35833489 > 0.005 indicates that positive determination is not significant. 05 indicates that the positive determination is not significant. Communication on Work Commitment Value of CR 1.901 < 2,000 and Probability = 0.057 > 0.05 indicates that the positive determination is not significant. Job Satisfaction on Work Commitment CR value 0.503 < 2,000 and Probability = 0.615 < 0.05 indicates that the positive determination is not significant. Determination of Work Environment on work commitment through job satisfaction 0.34202342 > 0.005 indicates that positive determination is not significant. Determination of competence on work commitment through job satisfaction 0.3349426 > 0.005 indicates that positive determination is not significant. Communication determination on work commitment through job satisfaction 0.35833489 > 0.005 indicates that positive determination is not significant. Communication on Work Commitment Value of CR 1.901 < 2,000 and Probability = 0.057 > 0.05 indicates that the positive determination is not significant. Job Satisfaction on Work Commitment CR value 0.503 < 2,000 and Probability = 0.615 < 0.05 indicates that the positive determination is not significant. Determination of Work Environment on work commitment through job satisfaction 0.34202342 > 0.005 indicates that positive determination is not significant. Determination of competence on work commitment through job satisfaction 0.3349426 > 0.005 indicates that positive determination is not significant. Communication determination on work commitment through job satisfaction 0.35833489 > 0.005 indicates that positive determination is not significant. Communication on Work Commitment Value of CR 1.901 < 2,000 and Probability = 0.057 > 0.05 indicates that the positive determination is not significant. Job Satisfaction on Work Commitment CR value 0.503 < 2,000 and Probability = 0.615 < 0.05 indicates that the positive determination is not significant. Determination of Work Environment on work commitment through job satisfaction 0.34202342 > 0.005 indicates that positive determination is not significant. Determination of competence on work commitment through job satisfaction 0.3349426 > 0.005 indicates that positive determination is not significant. Communication determination on work commitment through job satisfaction 0.35833489 > 0.005 indicates that positive determination is not significant. 05 indicates that the positive determination is not significant. Job Satisfaction on Work Commitment CR value 0.503 < 2,000 and Probability = 0.615 < 0.05 indicates that the positive determination is not significant. Determination of Work Environment on work commitment through job satisfaction 0.34202342 > 0.005 indicates that positive determination is not significant. Determination of competence on work commitment through job satisfaction 0.3349426 > 0.005 indicates that positive determination is not significant. Communication determination on work commitment through job satisfaction 0.35833489 > 0.005 indicates that positive determination is not significant. 05 indicates that the positive determination is not significant. Job Satisfaction on Work Commitment CR value 0.503 < 2,000 and Probability = 0.615 < 0.05 indicates that the positive determination is not significant. Determination of Work Environment on work commitment through job satisfaction 0.34202342 > 0.005 indicates that positive determination is not significant. Determination of competence on work commitment through job satisfaction 0.3349426 > 0.005 indicates that positive determination is not significant. Communication determination on work commitment through job satisfaction 0.35833489 > 0.005 indicates that positive determination is not significant. Determination of Work Environment on work commitment through job satisfaction 0.34202342 > 0.005 indicates that positive determination is not significant. Determination of competence on work commitment through job satisfaction 0.3349426 > 0.005 indicates that positive determination is not significant. Communication determination on work commitment through job satisfaction 0.35833489 > 0.005 indicates that positive determination is not significant. Determination of Work Environment on work commitment through job satisfaction 0.34202342 > 0.005 indicates that positive determination is not significant. Determination of competence on work commitment through job satisfaction 0.3349426 > 0.005 indicates that positive determination is not significant. Communication determination on work commitment through job satisfaction 0.35833489 > 0.005 indicates that positive determination is not significant.
Pengaruh Kepemimpinan, Beban Kerja dan Diklat Terhadap Kinerja Karyawan dengan Lingkungan Kerja sebagai Variabel Intervening pada Perumda Air Minum Tirta Kepri Dona Astriana; Indrayani Indrayani; Bambang Satriawan
Jurnal Ilmiah Universitas Batanghari Jambi Vol 24, No 2 (2024): Juli
Publisher : Universitas Batanghari Jambi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33087/jiubj.v24i2.4661

Abstract

This research aims to find out: (1) whether leadership, workload, and training have an effect on the work environment; (2) whether the work environment, leadership, workload and training have an effect on employee performance; and (3) whether leadership, workload and training influence employee performance through the work environment. This research was conducted at Perumda Air Minum Tirta Kepri with a population of 121 respondents from Perumda Air Minum Tirta Kepri. Data was collected using a questionnaire method with a questionnaire instrument. Variable measurement was carried out using a Likert scale. The research results found that leadership had a negative and insignificant effect on the environment; workload has a positive and significant effect on the work environment; training has a positive and significant effect on the work environment; work environment has a positive and significant effect on employee performance; leadership has a positive and significant effect on employee performance; workload has a negative and significant effect on employee performance; training has a positive and significant effect on employee performance; work environment has a negative and insignificant influence in mediating leadership on employee performance; work environment has a positive and significant influence in mediating workload on employee performance; The work environment has a positive and insignificant influence in mediating training on employee performance at Perumda Air Minum Tirta Kepri.
CHALLENGES AND OPPORTUNITIES ON HUMAN RESOURCE MANAGEMENT FOR ORGANIZATION DURING (COVID-19) PANDEMIC SITUATION Sheptya Yusnta Putri; Indrayani Indrayani; Muammar Khaddafi; Ngaliman Ngaliman
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 2 No. 1 (2022): April (April-June)
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v2i1.208

Abstract

This study aims to examine the challenges and opportunities during the (COVID-19) pandemic situation. In this study, we give a different view that shows how this Coronavirus affects our personal and professional lives, and how HRM (human resource management) helps their employees during this complete lockdown situation. This study is divided into three parts, the first part that shows how Coronavirus creates an opportunity for all the employees by doing their work through a digital platform or we can say that through work from home, second part show what are the challenges faced by the employees during this pandemic, and the third part is how HRM help their employees to overcome their stress as well growth of the organization. In this study, we tried to examine all the aspects during this (COVID-19) pandemic situation, also how HRM plays their role to overcome the employees stress and to balance continence in work through this entire pandemic situation.
Co-Authors Atik Atik Chablullah Wibisono Citra Lestari Dona Astriana Eneng Firdayanti Fitri Astriani I Wayan Catrayasa I Wayan Catrayasa Indrawan, Mohamad Gita Lisah Lisah M Ilham Fathoni Mawarni Mawarni Meta Amelia Widya Saputri Meta Amelia Widya Saputri Muammar Khaddafi Ngaliman, Ngaliman Rumengan, Angelina Eleonora Satriawan, Bambang Sheptya Yusnta Putri Sri Yanti Suherti Suherti T. Fazrial Kenedy Windayati, Diana Titik Yuslinda Yuslinda