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All Journal Jurnal Computech & Bisnis (e-Journal) AL ISHLAH Jurnal Pendidikan Acman: Accounting and Management Journal East Asian Journal of Multidisciplinary Research (EAJMR) Electronic, Business, Management and Technology Journal Jurnal Ekonomi, Bisnis & Entrepreneurship (e-Journal) Majalah Bisnis & IPTEK

Aan Hardiyana

STIE Pasundan, Bandung

Author-ID : 2826069

Computer Science & IT Control & Systems Engineering Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Library & Information Science Mathematics Social Sciences Other

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PENGARUH EFEKTIVITAS SUPERVISIOR TERHADAP PENINGKATAN DAN PENGEMBANGAN KARYAWAN PADA LEMBAGA KEUANGAN DI KOTA BANDUNG Aan Hardiyana; Nenny Rinawati; Retno Resawati
Jurnal Computech & Bisnis (e-Journal) Vol 14, No 1 (2020): Jurnal Computech & Bisnis
Publisher : STMIK Mardira Indonesia, Bandung

The complexity of employee behavior in an organizational environment causes management to take management steps effectively. One way to increase employee effectiveness is to optimize and develop organizational members so that it will have an impact on output following the targets that have a plan. The population in this study were employees of financial institutions in the city of Bandung. The approach used is a survey approach where the sample to use is 150 employees of supervisors and employees who work in financial institutions in Bandung City. To answer the research hypothesis, the data analysis technique used component-based SEM Partial Least Square analysis. This study develops a model by filling the theoretical gap where there has been no research that has tested the effectiveness of supervisors on simultaneous employee improvement and development. The results showed that the fit model affected the effectiveness of supervisors on employee improvement and development. Implications of research results.Keywords : Supervisor Effectiveness, Job Involment, Work Engagement.

TESTING ORGANIZATIONAL COMMITMENT ON EMPLOYEE SATISFACTION: SURVEY ON SUB-DISTRICT OFFICES IN BANDUNG Kadir Kadir; Aan Hardiyana; Rd. Okky Satria
Jurnal Computech & Bisnis (e-Journal) Vol 15, No 1 (2021): Jurnal Computech & Bisnis
Publisher : STMIK Mardira Indonesia, Bandung

This study departs from the existence of problems in employee job satisfaction, which indicate the non-optimal work commitment of employees. Instead, this study aims to determine the magnitude of the effect of organizational commitment components on employee job satisfaction—this research conduct at two sub-district offices in Bandung. To determine the magnitude of the influence of the organizational commitment component on employee job satisfaction, the researcher used a quantitative approach by testing a sample of 57 employees. The data analysis technique used multiple linear regression. The study results show that the organizational commitment component affects job satisfaction by 68.7%, the remaining 31.3% is influenced by other factors not examined. The study results recommend that the leadership pay more attention to increasing employee commitment so that employee job satisfaction can fulfill. Keywords: Organizational Commitment, Employee Job Satisfaction.

PENGARUH LEADER MEMBER EXCHANGE DAN MOTIVASI BERPRESTASI TERHADAP KOMITMEN AFEKTIF PADA PEGAWAI SEKTOR JASA PENDIDIKAN KOTA BANDUNG Aan Hardiyana; Vicky Achmad Zulfikar; Rd. Okky Satria; Kadir Kadir; R. Deni Purana
Jurnal Computech & Bisnis (e-Journal) Vol 15, No 2 (2021): Jurnal Computech & Bisnis
Publisher : STMIK Mardira Indonesia, Bandung

This study aims to determine the effect of Leader-Member Exchange (LMX) and achievement motivation on affective commitment to employees of the education service sector in Bandung. Previous research has shown that delegative leadership consisting of competency readiness, quality of time together, suitability of goals, level of job position, and quality of superior-subordinate relationship (LMX) has affected achievement motivation and continuous commitment. However, after more profound analysis of partial parameters, it turns out that only job position and LMX affect achievement motivation significantly, and only in terms of goal compatibility significantly affect continuance commitment. This situation demands to conduct further research on leadership. On the other hand, previous research shows that LMX does not significantly affect continuance commitment. Therefore, the affective commitment chose to investigate whether it will be significantly affected and improved by LMX simultaneously and partially with parameters. Therefore, achievement motivation was selected and appointed as the focus of research to find out and analyze its effect more deeply on the affective commitment that previous researchers had developed. As a result, there is a significant direct effect of LMX on the affective commitment by 17.2%. Furthermore, there is an indirect effect of LMX through achievement motivation on the affective commitment of 12.3%, so the total direct and indirect effect of LMX on affective commitment is 29.6%. Likewise, there is a significant direct effect of achievement motivation on the affective commitment by 23.8%, and there is an indirect effect of achievement motivation through LMX on the affective commitment of 12.3% so that the total direct and indirect effect of achievement motivation on affective commitment is equal to 36.1%. Then the total effect of LMX and achievement motivation on affective commitment is 65.7%. So, if LMX and achievement motivation are more effective on the job, it will increase affective commitment. Keywords : Leader-Member Exchange, Achievement Motivation, Affective Commitment.

Pengaruh Motivasi Kerja Dan Disiplin Kerja Terhadap Kinerja Karyawan : Studi pada salah satu perusahaan BUMN di Jawa Barat Chrisvan Caissar; Aan Hardiyana; Adhie Fasha Nurhadian; Kadir Kadir
Acman: Accounting and Management Journal Vol. 2 No. 1 (2022): Acman: Accounting and Management Journal
Publisher : Center of Research, STIE Pasundan, Bandung, Indonesia.

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55208/aj.v2i1.27

This study aims to determine the effect of work motivation and work discipline on employee performance. The object of research is one of the state-owned companies in West Java. The number of respondents in this study was 50 employees. The author uses path analysis techniques to analyze the effect of work motivation and work discipline on employee performance. The study results proved that there was a significant influence of work motivation and work discipline on employee performance. Therefore, to improve employee performance, companies should need to provide motivation to their employees and monitor the performance improvement of each employee so that if employee motivation and discipline are good, good performance will also create. For example, the company provides bonuses/incentives to employees who have worked well following company regulations. So that employees are motivated and disciplined, thus employees will continue to improve their performance.

Implementation of the Communication Function Against Embodiment of Superior HR in Era 5.0 in the Field of Economic Education Dedi Hadian; Khaerul Syobar; Aan Hardiyana; Maulana Yusup
AL-ISHLAH: Jurnal Pendidikan Vol 14, No 3 (2022): AL-ISHLAH: Jurnal Pendidikan
Publisher : STAI Hubbulwathan Duri

The purpose of this study is to analyze the improvement of the quality of Human Resources is an absolute requirement so that the competence of the younger generation is able to compete inclusively in the era of society 5.0 and the industrial revolution 4.0 with special needs that cannot be separated from the influence of communication through technological sophistication and renewal. The communication function is a step in improving the quality of resources that are neatly integrated in the economic education of the younger generation. The method in this study uses a qualitative approach with descriptive research, by obtaining as complete information as possible through interviews, observation and documentation studies. This research was conducted in a higher education in Bandung. The findings of the research inform that the implementation of the communication function for the realization of superior HR in the 5.0 era in Economics education is 1) not maximally felt, so there is still a lot of need for guidance in the realization of superior HR in the 5.0 era, 2) the embodiment of superior HR in the 5.0 era has excellent programs from the field of education 3) improving the quality of entrepreneurs and superior human resource performance in the 5.0 era.

Achievement Motivation and Mediating Effect of Preventive Discipline on Task Performance Silvia Shopiana Haryanti; Aan Hardiyana
Electronic, Business, Management and Technology Journal Vol. 1 No. 1 (2023): Electronic, Business, Management and Technology Journal
Publisher : P3M, STIE Pasundan, Bandung, Indonesia.

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55208/ebmtj.v1i1.84

This study aims to determine the influence of achievement motivation and the mediating role of preventive discipline on task performance. The research method employed a quantitative approach with path analysis using the Structural Equation Modeling (PLS-SEM) technique. The respondents consisted of 31 employees working in a government department in Bandung. The calculation results reveal the mediating role of preventive discipline on task performance, indicating that employees with high achievement motivation, driven by preventive discipline, can enhance task performance. To improve task performance, organizations must establish and reinforce preventive measures in the workplace while actively promoting and supporting employee achievement motivation. This condition can be achieved through goal-setting, implementing recognition programs, and providing opportunities for personal and professional growth. By establishing preventive measures, organizations can create a conducive environment that encourages employees to adhere to guidelines and procedures, preventing potential issues that may hinder task performance. Additionally, actively fostering employees' achievement motivation through goal-setting initiatives and recognition programs can enhance their drive to excel in their tasks. Providing opportunities for personal and professional growth further supports employees' continuous improvement and development. In conclusion, this study highlights the importance of preventive discipline as a mediating factor in the relationship between achievement motivation and task performance. Organizations can enhance task performance by establishing preventive measures, promoting achievement motivation, and supporting employees' personal and professional growth.

The Effect of Work Motivation and Work Environment on Employee Performance: Study at a two-star hotel in Bandung City Fitria, Tita; Hardiyana, Aan; Danasasmita, Windi Matsuko; Jatmika, Lungguh
Acman: Accounting and Management Journal Vol. 3 No. 2 (2023): Acman: Accounting and Management Journal
Publisher : Center of Research, STIE Pasundan, Bandung, Indonesia.

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55208/aj.v3i2.65

The purpose of this study is to determine the influence of work motivation and work environment on employee performance in a two-star hotel in Bandung City by obtaining accurate data and collecting the necessary data for analysis. The objectives of this study are to determine the magnitude of the influence of work motivation, the magnitude of the influence of the work environment on employee performance, and the magnitude of the influence of work motivation and the work environment on employee performance. The method used is quantitative method and data collection method by distributing questionnaires to a population of 40 respondents. This study used correlation analysis, path analysis, and coefficient of determination analysis. Based on the results of the study, it was found that work motivation and work environment obtained fairly good results, while performance did not obtain good results. The correlation between work motivation and work environment showed a positive relationship with a magnitude of 0.896. The coefficient of determination was 78.7%. The direct and indirect influence of work motivation on employee performance was 0.426, and the influence of the work environment on employee performance was 0.361. Therefore, the total influence is 0.787 or 78.7%, while the remaining 21.3% represents other variables that were not examined in this study but also affect employee performance.

The Effect of Work Motivation and Discipline on Employee Performance: Study at a company engaged in telecommunications in Bandung Arlando, Abraham Dwi; Hardiyana, Aan; Kadir, Kadir; Coenraad, Dhea Perdana
Acman: Accounting and Management Journal Vol. 3 No. 2 (2023): Acman: Accounting and Management Journal
Publisher : Center of Research, STIE Pasundan, Bandung, Indonesia.

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55208/aj.v3i2.72

This study intends to look into and assess how motivation and work ethics affect employee performance at one of Bandung's technology, information, and communication enterprises. Path analysis is the research methodology employed since this study aims to understand how employee performance is related to motivation and work ethic. Additionally, it seeks to comprehend the link structure and the impact of predetermined research variables. According to the research's findings, motivation greatly influences employee performance. Workplace discipline has a significant impact on how well employees perform. Motivation and work discipline significantly impact how healthy employees perform at one of the businesses in Bandung's telecommunications sector. According to the study's findings, one of the companies in Bandung's telecommunications industry has motivated and disciplined employees who are moving in the right direction.

The Influence of Transformational Leadership and Organizational Culture on Employee Performance: Study of One The Companies Operating in The Field of Publishing and Book Trading in The City of Bandung Farras, M. Faishal; Hadian, Dedi; Hardiyana, Aan
Acman: Accounting and Management Journal Vol. 4 No. 1 (2024): Acman: Accounting and Management Journal
Publisher : Center of Research, STIE Pasundan, Bandung, Indonesia.

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55208/aj.v4i1.128

This study utilized SPSS 16 software for research analysis. Its objective was to examine the impact of transformational leadership and organizational culture on employee performance. This research intends to analyze the elements that exert the most significant influence on employee performance, specifically the relationship between transformational leadership, organizational culture, and employee performance. The analysis will be conducted utilizing a questionnaire administered to 30 respondents. Research utilizing path analysis indicates that the variable of transformational leadership (X1) exerts a direct influence of 41.3% and an indirect influence through its link with organizational culture (X2) of 12.3%, resulting in a total influence of 53.6%. The variable of organizational culture (X2) has a direct impact of 12.9% and an indirect impact through its association with transformational leadership (X1) of 12.3%. The total impact is 25.2%. The research findings demonstrate that the coefficient of determination (R-square), expressed as a percentage, highlights the significant impact of both transformational leadership (X1) and organizational culture (X2) on the employee performance variable (Y), accounting for 78.8% of the variance. It is important to note that there may be other factors that also influence performance. Employees (Y) who were not included in the study are represented by an epsilon value of 21.2%. The research findings suggest that focusing on transformational leadership and organizational culture can enhance employee performance in a publishing and book trading company located in Bandung. It is recommended that more attention be given to these factors.

Effect of Work Supervision and Discipline on Employee Performance: Study on A Manufacturing Company in Bandung City Kiki Andang P; Aan Hardiyana
Jurnal Ekonomi, Bisnis & Entrepreneurship Vol. 15 No. 2 (2021): Jurnal Ekonomi, Bisnis & Entrepreneurship (e-Journal)
Publisher : Pusat Penelitian dan Pengabdian Pada Masyarakat (P3M) STIE Pasundan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55208/g51nrm18

This study aimed to determine the effect of supervision and work discipline on employee performance. This research method uses a quantitative approach with multiple regression analysis. The source of this research uses primary data. This research data collection using a questionnaire. The sample of this research is 57 employees using the saturated sampling technique. The results of this study indicate that partially and simultaneously, there is a significant influence between the variables of supervision and work discipline on employee performance, where supervision and work discipline have a simultaneous effect of 58.8% on employee performance. At the same time, the remaining 41.2% were influenced by other factors not observed in this study. Recommendations for performance the supervision carried out can be hiring human resources following the qualifications. Furthermore, preferably implementing a reward and punishment system for those who have a good or inadequate level of work discipline, pay attention to the level of employee attendance, establish rules, and strict legal sanctions.

Co-Authors Alvin Noor Syawal Arlando, Abraham Dwi Asep Yahya Asep Yahya Chrisvan Caissar Coenraad, Dhea Perdana Danasasmita, Windi Matsuko Dedi Hadian Ester Manik Farina Helwiyan Farras, M. Faishal Fasha Nurhadian, Adhie Fitria, Tita Iskandar, Sentot Jatmika, Lungguh Juwita, Mugi Kadir Kadir Kadir, Kadir Khaerul Syobar Kiki Andang P Kiki Andang P Leli Nurlaila Leli Nurlaila M. Liga Suryadana Maulana Yusup Mugi Juwita Nurhadian, Adhie Fasha Purana, R. Deni Resawati, Retno Rinawati, Nenny Rohaeni, Yani Satria, Rd. Okky Sentot Iskandar Sentot Iskandar Silvia Shopiana Haryanti Suryadana, Liga Suryadana, M. Liga Tansar, Indri Ayu Yani Rohaeni Zulfikar, Vicky Achmad

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