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<![CDATA[PENGARUH LINGKUNGAN KERJA NON FISIK DAN KOMPENSASI TERHADAP RETENSI KARYAWAN DI PT KHARISMA ASIA MAKMUR: THE EFFECT OF NON PHYSICAL WORK ENVIRONMENT AND COMPENSATION ON EMPLOYEE RETENTION AT PT KHARISMA ASIA MAKMUR ]]>
<![CDATA[Yohanes Ronaldo Ngazo]]>;
<![CDATA[Honorata Ratnawati Dwi Putranti]]>
<![CDATA[ Jurnal Riset Sosial Humaniora dan Pendidikan Vol. 1 No. 2 (2022): Juni : Jurnal Riset sosial humaniora, dan pendidikan ]]>
Publisher : <![CDATA[LPPM Universitas 17 Agustus 1945 Semarang ]]>
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DOI: 10.56444/soshumdik.v1i2.21
<![CDATA[Penelitian ini bertujuan untuk mengetahui pengaruh lingkungan kerja non fisik dan kompensasi terhadap retensi karyawan baik secara simultan maupun parsial. Penelitian ini dilakukan di PT Kharisma Asia Makmur Kalimantan Barat. Pengumpulan data dilakukan dengan cara membagikan kuesioner. Populasi dan sampel dalam penelitian ini adalah karyawan PT Kharisma Asia Makmur yang berjumlah 55 orang. Metode analisis data yang digunakan adalah analisis regresi linier berganda yang diolah menggunakan program IBM SPSS Statistic versi 23. Hasil penelitian menunjukkan bahwa lingkungan kerja non fisik dan kompensasi berpengaruh positif dan signifikan terhadap retensi karyawan, maka semakin baik lingkungan kerja non fisik dan kompensasi maka retensi karyawan meningkat.]]>
<![CDATA[PERAN KEPEMIMPINAN TRANSFORMASIONAL DAN KOMPENSASI TERHADAP PENINGKATAN KINERJA KARYAWAN (Studi Pada PT. Jasindo dan PT. Jasindo Syariah): THE ROLE OF LEADERSHIP TRANSFORMATION AND COMPENSATION FOR EMPLOYEE PERFORMANCE IMPROVEMENT (Study at PT. Jasindo and PT. Jasindo Syariah) ]]>
<![CDATA[Heru Permana]]>;
<![CDATA[Honorata Ratnawati Dwi Putranti]]>
<![CDATA[ Jurnal Riset Sosial Humaniora dan Pendidikan Vol. 1 No. 2 (2022): Juni : Jurnal Riset sosial humaniora, dan pendidikan ]]>
Publisher : <![CDATA[LPPM Universitas 17 Agustus 1945 Semarang ]]>
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DOI: 10.56444/soshumdik.v1i2.22
<![CDATA[Penelitian ini bertujuan untuk mengetahui pengaruh kepemimpinan transformasional dan kompensasi terhadap kinerja karyawan. Populasi dan sampel yang digunakan adalah karyawan group asuransi yang terletak di Jl. Sultan Agung No. 110, Semarang yaitu PT. Asuransi Jasa Indonesia (Jasindo) yang berjumlah 31 orang dan karyawan PT. Jasindo Syariah yang berjumlah 16 orang atau total sebanyak 47 karyawan. Metode pengumpulan dengan data primer (kuesioner) dan sekunder (studi pustaka). Teknik analisis yang digunakan adalah analisis regresi linier berganda, dengan sebelumnya diuji dengan uji instrumen dan uji asumsi klasik. Hasil penelitian menunjukkan bahwa : 1). Kepemimpinan Transformasional berpengaruh positif dan signifikan terhadap Kinerja Karyawan. 2). Kompensasi berpengaruh positif dan signifikan terhadap Kinerja Karyawan.]]>
<![CDATA[Literasi Ekonomi Digital Pekerja GIg: Tantangan Pendidikan dan Strategi Pengembangan SDM Era Digiital ]]>
<![CDATA[Dwi Putranti, Honorata Ratnawati]]>;
<![CDATA[Widayati, Tri]]>;
<![CDATA[Soegiastuti, Janti]]>
<![CDATA[ Jurnal Riset Sosial Humaniora dan Pendidikan Vol. 4 No. 2 (2025): Juni : Jurnal Riset Sosial Humaniora, dan Pendidikan ]]>
Publisher : <![CDATA[LPPM Universitas 17 Agustus 1945 Semarang ]]>
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DOI: 10.56444/soshumdik.v4i2.2715
<![CDATA[The rapid transformation toward a digital economy has led to the emergence of the gig economy as a new form of employment relationship. This shift demands the development of new competencies among the workforce, particularly in digital economic literacy, which encompasses the ability to manage flexible income, understand platform-related risks, and optimize digital work opportunities. This study aims to explore the experiences of gig workers in building digital economic competencies and to analyze the challenges faced by educational institutions and human resource development (HRD) programs in preparing an adaptive workforce for this flexible work model. Employing a qualitative phenomenological approach, this study investigates the subjective experiences of gig workers in Indonesia. The findings reveal a significant gap between the digital economic competencies demanded by the new work ecosystem and the preparedness provided by formal education and vocational training systems. Based on these findings, the study recommends the development of HRD strategies centered on digital economic literacy, the adaptation of vocational education curricula, and the design of lifelong learning programs to strengthen workforce resilience in the era of the gig economy.]]>
<![CDATA[Pengaruh Kepuasan Kerja dan Komitmen Organisasi Afektif Terhadap Job Performance pada PTSP di Kementerian Kabupaten Semarang ]]>
<![CDATA[Damyani, Deis Anggit]]>;
<![CDATA[Dwi Putranti, Honorata Ratnawati]]>
<![CDATA[ Transformasi: Journal of Economics and Business Management Vol. 4 No. 1 (2025): Maret: Journal of Economics and Business Management ]]>
Publisher : <![CDATA[Universitas 17 Agustus 1945 Semarang ]]>
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DOI: 10.56444/transformasi.v4i1.2680
<![CDATA[This study aims to analyze the effect of job satisfaction and affective organizational commitment on job performance at PTSP in the Ministry of Religious Affairs of Semarang Regency. Job satisfaction reflects employees' positive feelings towards their work, while affective organizational commitment reflects employees' emotional attachment to the organization. Both of these factors are believed to play an important role in improving job performance, especially in the public service sector. This study uses a quantitative method with multiple linear regression analysis techniques. Data were collected through questionnaires distributed to 60 PTSP employees as respondents. The results of the analysis show that job satisfaction has a positive and significant effect on job performance, which means that the higher the job satisfaction, the better the job performance. In addition, affective organizational commitment also has a positive and significant effect on job performance, indicating that employees with high emotional commitment to the organization tend to be more productive and dedicated. These findings confirm that increasing job satisfaction and affective organizational commitment can be an effective strategy in improving job performance in the public service sector. Therefore, organizations are advised to create a work environment that supports and strengthens employees' emotional ties to the organization.]]>
<![CDATA[MANUSIA, TEKNOLOGI, DAN MARTABAT: PENDIDIKAN DAN BUDAYA IMAGO DEI DI ERA DIGITAL ]]>
<![CDATA[Antonius Bambang Doso Susanto]]>;
<![CDATA[Honorata Ratnawati Dwi Putranti]]>
<![CDATA[ NALAR: Jurnal Pendidikan dan Kebudayaan Vol. 3 No. 2 (2024): Oktober, NALAR: Jurnal Pendidikan dan Kebudayaan ]]>
Publisher : <![CDATA[Universitas 17 Agustus 1945 Semarang ]]>
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DOI: 10.56444/nalar.v3i2.2649
<![CDATA[Artikel ini mengeksplorasi hubungan antara kecerdasan buatan (AI) dan konsep teologis penciptaan manusia 'Imago Dei' sebagaimana digambarkan dalam Kitab Kejadian 1 (satu). Penciptaan manusia menjadi mahkota kisah penciptaan, manusia diciptakan dengan martabat tertinggi sedangkan AI hadir seolah melebihi manusia. Dengan mempertimbangkan bahwa AI hanya alat yang mewakili bentuk kreativitas manusia yang baru dan maju. Penelitian ini bertujuan untuk mengidentifikasi dan menjembatani gap pengetahuan antara pengembangan AI dan pemahaman teologis tradisional tentang peran manusia sebagai co-creator. Artikel ini memberikan wawasan sejauh mana AI dapat dipandang sebagai ekstensi atau penyimpangan dari mandat kreatif manusia dan menilai implikasi etis yang terkait. Melalui analisis literatur interdisipliner, studi ini membahas pertanyaan tentang identitas manusia dalam era teknologi dan bagaimana inovasi AI dapat diintegrasikan ke dalam kerangka kerja kepercayaan agama. Penelitian ini tidak hanya mengungkapkan tantangan teologis yang disajikan oleh AI tetapi juga menawarkan perspektif baru pada tanggung jawab dan batasan manusia dalam penciptaan teknologi. ]]>
<![CDATA[Integrasi Augmented Reality Cerita Rakyat untuk Penguatan Literasi Budaya dan Pengembangan Sumber Daya manusia Pendidikan ]]>
<![CDATA[Honorata Ratnawati Dwi P]]>;
<![CDATA[Dwi Putranti, Honorata Ratnawati]]>;
<![CDATA[Englishtina, Inti]]>;
<![CDATA[Pujiati, Listiyoni Meli]]>
<![CDATA[ Perigel: Jurnal Penyuluhan Masyarakat Indonesia Vol. 4 No. 2 (2025): Juni: Perigel : Jurnal Penyuluhan Masyarakat Indonesia ]]>
Publisher : <![CDATA[Universitas 17 Agustus 1945 Semarang ]]>
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DOI: 10.56444/wd47pp40
<![CDATA[This community service program aims to promote learning transformation through the implementation of Augmented Reality (AR) based on Indonesian folklore at SMP Stella Matutina, Salatiga. The activity was conducted collaboratively by lecturers from the fields of Human Resource Management and English Education, involving teachers and 89 students from grades VII and VIII. The program integrated local wisdom and digital innovation in the form of interactive learning media to enhance students’ cultural literacy and learning motivation. The implementation method included needs assessment, development of bilingual AR content (Indonesian–English), teacher training, and classroom application. The results indicated increased student engagement, improved teacher skills in educational technology, and enhanced student awareness of cultural preservation. Folklore-based AR media proved to be an effective and sustainable strategy for developing contextual and innovative educational human resources]]>
<![CDATA[Motivation to Transfer Training and Individual Performance: the Influence of Transformative Learning and Supervisor Support ]]>
<![CDATA[Pudjiarti, Emiliana Sri]]>;
<![CDATA[Dwi Putranti, Honorata Ratnawati]]>;
<![CDATA[Nurchayati, Nurchayati]]>
<![CDATA[ JDM (Jurnal Dinamika Manajemen) Vol 10, No 2 (2019): September 2019 ]]>
Publisher : <![CDATA[Department of Management, Faculty of Economics and Business, Universitas Negeri Semarang ]]>
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DOI: 10.15294/jdm.v10i2.19674
<![CDATA[This article discusses the mediating role of motivation to training transfer as mediation in the relationship between supervisor support and transformative learning on lecturer performance. Survey methods and purposive non random sampling techniques were used with the help of a questionnaire based on a 7-point Likert scale. The number of fit samples was 199 to test the hypothesis. Amos and structural models are used to test the statistical significance of the path coefficients. The findings of the study explain that supervisor support and transformative learning can encourage lecturers to make intense efforts in utilizing the skills and knowledge learned during the training process. The study also highlighted the motivation of training transfer as the key to successfully improving lecturer performance. Training plays an important role in the HRM strategy in an effort to renew the HRM competencies needed by the organization today. Therefore, motivation for training transfer is an important problem faced by professionals in developing HRM. This means that positive transfer training motivation requires that trainees can effectively apply what has been learned to the job, which leads to meaningful changes in performance.]]>
<![CDATA[Work Behavior Analysis Of Customer Attitude Through The State Of The Working Environment At Kopiman Coffe Shop ]]>
<![CDATA[Satriya Dwi Pangestu]]>;
<![CDATA[Amanda Silviana]]>;
<![CDATA[Deis Anggit D]]>;
<![CDATA[Honorata Ratnawati Dwi Putranti]]>
<![CDATA[ International Conference On Digital Advanced Tourism Management And Technology Vol. 1 No. 2 (2023): International Conference on Digital Advanced Tourism, Management, and Technolog ]]>
Publisher : <![CDATA[Sekolah Tinggi Ilmu Ekonomi Pariwisata Indonesia Semarang ]]>
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DOI: 10.56910/ictmt.v1i2.102
<![CDATA[Employee work behaviour is greatly influenced by various kinds of customer attitudes and actions, both positive and negative. In general, a positive attitude from customers will provide indirect encouragement to improve performance. This research aims to analyze how employees' work behaviour relates to various customer attitudes, both positive and negative. This research method uses qualitative methods. The collection technique for this research was interviews with cafe managers and employees. The data obtained is based on information from management and various existing literature. The results of this research refer to how much customer attitudes influence how employees behave. Employees carry out duties and obligations according to the manager's direction. Of course, some of the directions that have been given could have gone better due to customers' attitude in the work environment. Thus, partially, there will be a significant influence between work behaviour and customer attitudes in the work environment.]]>
<![CDATA[The Importance of Employee Performance of Civil Servant in Near-Retirement Phase at Pemalang Residence ]]>
<![CDATA[Putranti, Honorata Ratnawati Dwi]]>;
<![CDATA[Tyoso, Jaluanto Sunu Punjul]]>;
<![CDATA[Ismiyarto, Ismiyarto]]>
<![CDATA[ Jurnal Bina Praja Vol 10 No 2 (2018) ]]>
Publisher : <![CDATA[Research and Development Agency Ministry of Home Affairs ]]>
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DOI: 10.21787/jbp.10.2018.263-274
<![CDATA[The aim of this research was to find a management model for the civil servant in approaching the retirement (near-retirement phase). The retirement period experienced by each person at the end of his/her working period is expected to provide comfort for the next life. The research applied case study design with qualitative approach. The interview was conducted in depth (in-depth interview) in which the informants were the civil servants in the Regional Secretariat of Pemalang District. The data credibility was carried out by using data triangulation. The findings of this research indicated that the internal social relationship of male employees towards retirement was more active than female employees. Moreover, male employees cared more about health factors than female employees. Male employees took more time before retirement whereas female employees were women are more sincere. In addition, they needed social support on the eve of retirement such as financial preparation, role adjustment and retirement activities. Family and colleague’s support was the most important support needed before retirement]]>
<![CDATA[Pengaruh Kompensasi Non Finansial Dan Reduction Job Stres Terhadap Kinerja Karyawan ]]>
<![CDATA[Devi Kurnia Mandansari]]>;
<![CDATA[Honorata Ratnawati Dwi Putranti]]>
<![CDATA[ Journal Of Business, Finance, and Economics (JBFE) Vol 5 No 1 (2024): Journal Of Business, Finance, and Economics (JBFE) ]]>
Publisher : <![CDATA[Universitas Veteran Bangun Nusantara ]]>
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DOI: 10.32585/jbfe.v5i1.4969
<![CDATA[This research aims to empirically test the effect of non-financial compensation and job stress reduction on employee performance. Non-financial compensation and reducing job stress have an important role in improving employee performance. This type of research uses quantitative research by distributing questionnaires to respondents. The population of this research is employees at manufacturing company "X" totaling 130 employees. The sample size used was 82 samples with a random sampling technique. The data analysis technique uses multiple linear regression analysis with SPSS 23. The research results show that non-financial compensation has a positive and significant effect on employee performance. This can be seen from the calculated t value which is greater than the t table and significantly smaller than 0.05. Reducing job stress has a positive and significant effect on employee performance. This can be seen from the calculated t value which is greater than the t table and the significance level is smaller than 0.05. These results show that financial compensation and job stress reduction are needed to improve employee performance at company "X"]]>
