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Syarifuddin
Universitas Telkom
Aerospace Engineering Humanities Automotive Engineering Biochemistry, Genetics & Molecular Biology Chemical Engineering, Chemistry & Bioengineering Computer Science & IT Decision Sciences, Operations Research & Management Earth & Planetary Sciences Economics, Econometrics & Finance Education Electrical & Electronics Engineering Engineering Environmental Science Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Mathematics Public Health Social Sciences Other

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Pengaruh Beban Kerja, Insentif, Lingkungan Kerja Non Fisik Terhadap Kinerja Karyawan Dinas Sosial Kabupaten Majalengka Rinrin Asyifa Lutpiah; Syarifuddin Syarifuddin
RELASI : JURNAL EKONOMI Vol 19 No 1 (2023)
Publisher : STIE Mandala Jember

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31967/relasi.v19i1.659

Abstract

The purpose of this study is to find out and analyze how the level of workload, incentives, and non-physical work environment on the performance of the employees of the Majalengka Regency Social Service, and the magnitude of the influence of workload, incentives, and non-physical work environment partially and simultaneously on the performance of the employees of the District Social Service. Majalengka. This study uses quantitative methods and descriptive analysis as well as multiple regression analysis using SPSS 26. The sampling technique used is a saturated sample, namely all 33 employees of the Majalengka Regency Social Service. and the performance of the crew is in the very good category. Partially, the workload and incentives have a significant effect while the non-physical work environment has no significant effect on the performance of the employees of the Majalengka Regency Social Service. The magnitude of the effect of workload, incentives, and non-physical work environment is 75.2% while the remaining 24.8% is influenced by other variables not examined in this study.
KOMPENSASI TERHADAP PRODUKTIVITAS KERJA KARYAWAN PT PRIMAJASA PERDANARAYAUTAMA CABANG SOEKARNO-HATTA BANDUNG Febby Rama Fitri; Syarifuddin Syarifuddin
Jurnal Riset Bisnis dan Manajemen Vol. 11 No. 2 (2018): Edisi Agustus
Publisher : Faculty of Economic and Business, University of Pasundan

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (677.503 KB) | DOI: 10.23969/jrbm.v11i2.636

Abstract

Penelitian ini dilakukan untuk mengetahui pengaruh kompensasi finansial dan non finansial terhadap produktivitas kerja karyawan PT Primajasa Perdanarayautama Cabang Soekarno-Hatta Bandung. Pengambilan sampel dilakukan dengan metode sensus sebanyak 50 responden yang merupakan karyawan tetap Primajasa. Analisis deskriptif dan regresi linier berganda digunakan. Kompensasi Primajasa dapat dikatakan baik. Pengaruh variabel kompensasi finansial dan non finansial terhadap produktivitas karyawan sebesar 50,9%. Untuk meningkatkan produktivitas kerja karyawan sebaiknya Primajasa perlu memperhatikan beberapa aspek seperti gaji yang sesuai, bonus, fasilitas kerja, pemberian program kompensasi lainnya seperti wisata bersama agar hubungan yang baik dan harmonis antar karyawan maupun dengan atasan tetap terjaga.
PENGARUH PELATIHAN KERJA DAN LINGKUNGAN KERJA FISIK TERHADAP KINERJA KARYAWAN PT PERTAMINA PATRA NIAGA FUEL TERMINAL BANDUNG GROUP UJUNG BERUNG Eva Hamami; Syarifuddin Syarifuddin
Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik Vol. 11 No. 2 (2024): Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi, dan Pelayanan Publ
Publisher : Universitas Bina Taruna Gorontalo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37606/publik.v11i2.1112

Abstract

This research aims to find out the impact of work training and physical work environment on the performance of employees of PT Pertamina Patra Niaga Fuel Terminal Bandung Group Ujung Berung.This research uses a method of quantitative approach, and this type of research is a causality descriptive study. The sampling techniques used are nonprobality samplings and saturated samples with respondents of 30 employees. Descriptive analysis and double linear analysis are used to analyze data.Employee performance is very important in a company because it is the primary basis that determines success in achieving the goals of the Company. Employees performance is influenced by several factors including the competence of employees and the organizational environment. The results of the analysis showed that job training belonged to the category "very good", the physical work environment belonging to the categories "very good", and the performance of employees belongs to this category. The result of the test of the hypothesis partially indicated that the job training significantly affected the employee's performance, but the physical working environment did not significantly affect employee performance. Physical work environment and work training have an impact of 56.9% on employee performance, while the remaining 43.1% can be influenced by other variables not discussed in this study.
ANALISIS PENGARUH PELATIHAN TERHADAP KINERJA KARYAWAN DENGAN KNOWLEDGE MANAGEMENT SEBAGAI VARIABEL INTERVENING PADA TELKOM CORPORATE UNIVERSITY CENTER Nadiya Azzah Salsabilla; Syarifuddin Syarifuddin
Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik Vol. 11 No. 3 (2024): Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi, dan Pelayanan Publ
Publisher : Universitas Bina Taruna Gorontalo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37606/publik.v11i3.1292

Abstract

This research aims to meet the needs of companies in facing industrial developments to create good resources by developing knowledge management and job training. This research also aims to improve employee performance so that they can compete in the market in order to achieve competitive advantage. This research analyzes the effect of training on employee performance with knowledge management as an intervening variable at the Telkom Corporate University Center. This research used quantitative methods with descriptive data analysis techniques and took a sample of 60 respondents from all Telkom Corporate University Center employees. This research uses proportional random sampling with the Partial Least Square-Structural Equati Modeling (PLS-SEM) program. The results of this research are descriptive analysis which shows that the training, knowledge management and employee performance variables are in the very good category. There is a positive and significant influence between training and employee performance, training and knowledge management, employee performance and knowledge management and knowledge management can mediate the relationship between training and employee performance at the Telkom Corporate University Center.
PENGARUH LEADER MEMBER EXCHANGE DAN BUDAYA ORGANISASI TERHADAP KINERJA KARYAWAN PT TECTONA CIPTA NIAGA Muhammad Fahreza; Syarifuddin
Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik Vol. 11 No. 4 (2024): Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi, dan Pelayanan Publ
Publisher : Universitas Bina Taruna Gorontalo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37606/publik.v11i4.1406

Abstract

This study aims to determine the influence of Leader Member Exchange and Organizational Culture on the Performance of Employees at PT Tectona Cipta Niaga. Leader Member Exchange refers to the quality of the relationship between leaders and team members, which is hypothesized to have a significant impact on employee work effectiveness. Additionally, Organizational Culture, encompassing values, norms, and practices implemented within a company, is considered a key factor influencing individual performance. This research employs a quantitative method using nonprobability sampling with a saturated sample for data collection, involving 60 respondents from PT Tectona Cipta Niaga. The data analysis techniques include descriptive analysis and multiple linear regression analysis. Partial research results show that Leader Member Exchange has a positive and significant influence on employee performance, and Organizational Culture also has a positive and significant impact on employee performance. Simultaneously, Leader Member Exchange, Organizational Culture, and employee performance have a significant impact on employee performance, this shows that the influence of the independent variables, Leader Member Exchange and Organizational Culture, have a 71% influence on the dependent variable, employee performance, while the remaining 29% is influenced by other factors not examined in this study.
Analisis pengaruh budaya organisasi dan komitmen organisasi terhadap kinerja karyawan pada PT Telekomunikasi Indonesia (persero) tbk wilayah Telekomunikasi Bogor Ervina Azzahra; Syarifuddin Syarifuddin
JPPI (Jurnal Penelitian Pendidikan Indonesia) Vol. 10 No. 1 (2024): JPPI (Jurnal Penelitian Pendidikan Indonesia)
Publisher : Indonesian Institute for Counseling, Education and Theraphy (IICET)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29210/020243816

Abstract

Kinerja karyawan merupakan aspek penting dalam kesuksesan sebuah organisasi. Tujuan dari penelitian ini adalah untuk mengetahui apakah komitmen organisasi dan budaya pada PT Telkom Witel Bogor berpengaruh terhadap kinerja pekerja. Dalam penelitian ini teknik kuantitatif dipadukan dengan desain penelitian deskriptif dan kausal. Dengan menggunakan jenis sampel Slovin dan metode Probability Sampling, diambil sampel sebanyak 70 respondenntuk pengumpulan data. Instrument yang digunakan yaitu kuesioner komitmen organisasi (10 pertanyaan), kinerja pegawai (10 pertanyaan), dan budaya organisasi (13 pernyataan). Teknik analisis data yang digunakan adalah analisis deskriptif dan regresi linier berganda. Hasil penelitian menunjukkanbudaya dan komitmen organisasi sama-sama mempunyai pengaruh yang besar terhadap kinerja pegawai. Hal ini menunjukkan bagaimana pengaruh variabel independen terhadap variabel engagement yaitu kinerja karyawan. Hal ini menunjukkan bahwa variabel terikat yaitu kinerja pegawai dipengaruhi oleh variabel bebas budaya organisasi dan komitmen organisasi sebesar 66%. Sisanya sebesar 34% ditentukan oleh faktor lain yang tidak tercakup dalam penelitian ini.
Co-Authors Andika Ferdi Alsyah Ervina Azzahra Eva Hamami Febby Rama Fitri Fitriana Tri Lestari Indar Khoiriyah Muhammad Fahreza Nadiya Azzah Salsabilla Riana Aprilianti Rinrin Asyifa Lutpiah Sekar Adik Pembayun Tarisa Ayu Widiastuti Winna Rahmawati Yuliani Rachma Putri