Articles
<![CDATA[Students Intention to Join Merdeka Belajar Kampus Merdeka Based on Theory of Planned Behavior ]]>
<![CDATA[Yohana F. Cahya Palupi Meilani]]>;
<![CDATA[Pujianto Yugopuspito]]>;
<![CDATA[Lala Palupi Santyaputri]]>;
<![CDATA[Erric Raymond Tatimu]]>;
<![CDATA[Ronald Suryaputra]]>
<![CDATA[ Budapest International Research and Critics Institute (BIRCI-Journal): Humanities and Social Sciences Vol 5, No 1 (2022): Budapest International Research and Critics Institute February ]]>
Publisher : <![CDATA[Budapest International Research and Critics University ]]>
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DOI: 10.33258/birci.v5i1.3751
<![CDATA[This study aims to determine the effect of the variable attitude toward behavior, subjective norms, perceived behavior control on students' intentions to join Merdeka Belajar Kampus Merdeka (MBKM) program based on the theory of planned behavior (TPB) in private university, Universitas Pelita Harapan (UPH). The MBKM program is expected to be able to bring private universities closer to the conditions of the Industrial World Business World to produce graduates who have the competencies according to the MBKM program offered. This study was conducted quantitatively on 379 UPH student respondents that has not joined MBKM program based on convenience sampling. Data processing was carried out with partial least squares using the Smart PLS program. The results show that attitude, subjective norms, and moral have a positive effect on students' intention to join MBKM program. The contribution of this research provides input for university administrators to know how to motivate students to have intention join MBKM program.]]>
<![CDATA[The Effect of Work-Family Conflict, Work Engagement and Workload on Turnover Intention on Nurses of XYZ Hospital, Bogor District ]]>
<![CDATA[Jeremy Jovanie Owen]]>;
<![CDATA[Yohana F. Cahya Palupi Meilani]]>
<![CDATA[ Budapest International Research and Critics Institute-Journal (BIRCI-Journal) Vol 5, No 2 (2022): Budapest International Research and Critics Institute May ]]>
Publisher : <![CDATA[Budapest International Research and Critics University ]]>
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DOI: 10.33258/birci.v5i2.4689
<![CDATA[The purpose of this study is to analyze the effect of work-family conflict on turnover intention. 2). Work Engagement on Turnover Intention. 3). Workload against Turnover Intention for Nurses at XYZ Hospital, Bogor District. The analysis was carried out using a quantitative research method approach, through statistical analysis calculations and measurements using SmartPLS software version 3.3, and the results obtained that Work-Family Conflict has a positive effect on Turnover Intention, Work Engagement has a negative effect on Turnover Intention, and Workload has a positive effect on Turnover Intention.]]>
<![CDATA[The Influence Of Brand Awareness, Brand Image, And Brand Trust On Brand Loyalty ]]>
<![CDATA[Innocentius Bernarto]]>;
<![CDATA[Margaretha Pink Berlianto]]>;
<![CDATA[Yohana F. Cahya Palupi Meilani]]>;
<![CDATA[Ronnie Resdianto Masman]]>;
<![CDATA[Ian Nurpatria Suryawan]]>
<![CDATA[ Jurnal Manajemen Vol. 24 No. 3 (2020): October 2020 ]]>
Publisher : <![CDATA[Fakultas Ekonomi dan Bisnis, Universitas Tarumanagara ]]>
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DOI: 10.24912/jm.v24i3.676
<![CDATA[The aim of this research is to examine the positive influence of brand awareness, brand image, and brand trust on brand loyalty. The coffee shop business in big cities in Indonesia is growing rapidly. Each coffee shop strives to show its uniqueness. This competition has resulted in them competing to increase competitiveness by using logos, symbols, unique names –or what is usually called a brand to become a differentiator among the competitors. This study was done in a quantitative manner. The data was collected by using a questionnaire distributed using a survey method. Using a snowball sampling, a total of 436 samples were used and analyzed statistically using the partial least square –structural equation modeling (PLS-SEM) approach using SmartPls 3.0 program. The results show that brand awareness and brand trust had a positive effect on brand loyalty. However, the brand image did not have apositive effect on brand loyalty. This study is expected to provide input to the coffee shop management on how to increase their brand loyalty which can be done by increasing their brand awareness, brand image, and brand trust.]]>
<![CDATA[Reward System, Healthy Organizational Culture to Employee Performance with Motivation as Mediating in Indonesia’s Higher Education During Pandemic COVID-19 ]]>
<![CDATA[Yohana F. Cahya Palupi Meilani]]>;
<![CDATA[Rinto Rain Barry]]>
<![CDATA[ Jurnal Ad'ministrare: Jurnal Pemikiran Ilmiah dan Pendidikan Administrasi Perkantoran Volume 8, Issue 2, July-December 2021 ]]>
Publisher : <![CDATA[Pendidikan Administrasi Perkantoran, Universitas Negeri Makassar ]]>
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DOI: 10.26858/ja.v8i2.25121
<![CDATA[The purpose of this study is to analyze the effect of the reward system and healthy organizational culture on employee performance through motivation as mediating variable in Indonesia's higher education context, during pandemic COVID-19. The problem phenomenon, whereas during pandemic COVID-19 higher education needs to sustain that supported by employee performance. The method used in this study is quantitative. The data were collected through closed questionnaires in the online platform. Using purposive sampling for 193 respondents, with categories lecturers and academic support staffs at private University minimum B accredited and turnover rate < 5% in Jakarta and Tangerang. Data process techniques include reliability test, validity test, and hypothesis testing using Partial Least Square Structural Equation Model with Smart PLS 3.0 program. Results showed that healthy organizational culture has no direct positive effect on motivation and employee performance. While reward system and motivation each has a direct positive effect on motivation and also has a positive effect on employee performance. Motivation as mediated the effect of reward system on employee performance. Research contribution will give input to the management of higher education how a good reward system, healthy organizational culture with motivation as mediating can provide meaning for employee performance]]>
<![CDATA[The Effect of Quality of Work Life and Job Satisfaction on Performance with Knowledge Sharing as Mediate Variable of Private Universities Lecturers’ During Pandemic Covid-19 ]]>
<![CDATA[Daniel Ong Kim Kui]]>;
<![CDATA[Yohana F. Cahya Palupi Meilani]]>;
<![CDATA[Innocentius Bernarto]]>
<![CDATA[ Budapest International Research and Critics Institute-Journal (BIRCI-Journal) Vol 5, No 4 (2022): Budapest International Research and Critics Institute November ]]>
Publisher : <![CDATA[Budapest International Research and Critics University ]]>
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DOI: 10.33258/birci.v5i4.7254
<![CDATA[This study aims to examine the effect of quality of work life and job satisfaction on the performance of lecturers at private universities in Tangerang with mediated by knowledge sharing. This study used 120 respondents. Data were collected through a questionnaire using a Likert scale of 1-5 and obtained using google form with convenience sampling. The data processing in this study uses the Smart PLS application, where the results show that the quality of work life does not significantly effect to performance of lecturers. Job satisfaction significantly effect to performance of lecturers. The knowledge sharing significantly effect to the performance of lecturers. Knowledge sharing can mediate effect of quality of work life on the performance of lecturers. While knowledge sharing does not able to mediate effect of job satisfaction on the performance of lecturers.]]>
<![CDATA[PENGARUH JOB INSECURITY DAN PSYCHOLOGICAL STRAINS TERHADAP JOB PERFORMANCE KARYAWAN GENERASI MILENIAL PERUSAHAAN XYZ DI MASA PANDEMIK COVID-19 ]]>
<![CDATA[Yohana F. Cahya Palupi Meilani]]>
<![CDATA[ Proceeding National Conference Business, Management, and Accounting (NCBMA) 5th National Conference Business, Management, and Accounting ]]>
Publisher : <![CDATA[Faculty of Economics and Business Universitas Pelita Harapan ]]>
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<![CDATA[This study aims to determine the effect of job insecurity on the performance of non-manufacturing employees of the millennial generation at XYZ Company and to determine the mediating effect of anxiety and emotional exhaustion, as well as the moderating effect of intrinsic motivation and supervisor support. This was motivated by the condition of the workforce in the manufacturing industry during the COVID-19 pandemic, which experienced many layoffs. Data collection by distributing questionnaires to respondents who are millennial generation employees of XYZ company who have worked for mimimum one year. Sampling is carried out by sensus to all millenial generation employees. Pilot tests were conducted on 30 people tested for validity and reliability. The actual questionnaires were distributed to 79 people, and 60 questionnaires met the criteria for analysis. The data is processed by Partial Least Square using the SmartPLS 4.0 to test the outer model and inner model. The results of the study show that job insecurity can have a negative effect on psychological strain and employee performance of the millennial generation of XYZ Company. Then, psychological strain can have a negative effect on the performance of millennial employees. The contribution of this research provides input to the management of manufacturing companies, especially XYZ to understand how to improve the performance of millennial generation employees through understanding job insecurity and the role of psychological strain (anxiety and emotional exhaustion)BAHASA INDONESIA ABSTRACTPenelitian ini bertujuan mengetahui pengaruh job insecurity terhadap kinerja karyawan non pabrikasi usia generasi milenial di Perusahaan XYZ serta mengetahui pengaruh mediasi dari anxiety dan emotional exhaustion, serta pengaruh moderasi dari intrinsic motivation dan supervisor support. Hal ini di latarbelakangi oleh kondisi tenaga kerja di industri pabrikasi saat pandemik covid-19 banyak mengalami pemutusan hubungan kerja. Pengumpulan data dilakukan dengan cara menyebarkan kuesioner kepada responden yang merupakan karyawan generasi milenial perusahaan XYZ yang sudah bekerja minimal dua tahun. Kuesiner disebarkan dengan cara sensus terhadap seluruh karyawan generasi milenial yang sudah bekerja minimal 1 tahun di Perusahaan XYZ. Pilot tes dilakukan terhadap 30 orang yang kemudian diuji validitas dan reliabilitas. Setelah itu baru dilakukan penyebaran kuesioner aktual kepada 68 orang, diperoleh 60 kuesioner yang memenuhi kriteria untuk analisis. Data diolah dengan Partial Least Square menggunakan program SmartPLS 4.0 untuk dilakukan uji outer model dan inner model. Hasil penelitian menunjukkan job insecurity dapat berpengaruh negatif terhadap psychological strain dan kinerja karyawan generasi milenial Perusahaan XYZ. Kemudian, psychological strain dapat berpengaruh negatif seperti terhadap kinerja karyawan generasi milenial. Kontribusi penelitian ini memberikan input pada pengelola perusahaan pabrikasi khususnya XYZ untuk memahami bagaimana meningkatkan kinerja karyawan generasi milenial melalui pemahaman job insecurity dan peran psychological strain .]]>
<![CDATA[The Work Performance of Married Female Employees during Covid-19 Pandemic ]]>
<![CDATA[Ian Nurpatria Suryawan]]>;
<![CDATA[Yohana F. Cahya Palupi Meilani]]>;
<![CDATA[Fetty Asmaniati]]>;
<![CDATA[Nurbaeti Nurbaeti]]>;
<![CDATA[Myrza Rahmanita]]>
<![CDATA[ International Journal of Management, Entrepreneurship, Social Science and Humanities Vol. 4 No. 2 (2021): December 2021 ]]>
Publisher : <![CDATA[Research Synergy Foundation ]]>
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DOI: 10.31098/ijmesh.v4i2.483
<![CDATA[The research aims to determine the effect of learning organizations on married female permanent employees' performance at restaurants in Jakarta and Bali by mediating job satisfaction and organizational commitment. The phenomenon that occurs is that married female employees at restaurants tend to work less optimally and are reluctant to participate in development training programs since the Covid-19 pandemic in early 2020. This quantitative research was conducted with purposive random sampling on 73 married female employee respondents. The measuring instrument is a questionnaire with five-Likert scales—data processing using CB-SEM with Smart PLS program. The results showed a significant influence of learning organizations on female staff performance through the mediation of job satisfaction and organizational commitment. The research contribution is expected to provide input to the management at restaurants in managing the performance of married female employees.]]>
<![CDATA[THE IMPACT OF JOB STRESS, ROLE AMBIGUITY, WORK-LIFE IMBALANCE, WORK ENVIRONMENT, AND PERCEIVED ORGANIZATIONAL SUPPORT ON ORGANIZATIONAL COMMITMENT (Case Study Of Nurses At Private Hospital X In Central Jakarta During 2023) ]]>
<![CDATA[Karina Natalie Kuntjoro]]>;
<![CDATA[Yohana F. Cahya Palupi Meilani]]>
<![CDATA[ Jurnal Ekonomi Vol. 12 No. 02 (2023): Jurnal Ekonomi, Perode April - Juni 2023 ]]>
Publisher : <![CDATA[SEAN Institute ]]>
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<![CDATA[Healthcare delivery depends heavily on nurses. Nursing staff organizational commitment levels are closely related to the efficiency and standard of care that healthcare facilities deliver. One of the elements that affects an employee's retention is their level of organizational commitment. Private hospital X in Central Jakarta had a problem retaining its health workers, which shows a lack of employee commitment to the organization. The purpose of this study was to determine the effect of job stress, role ambiguity, work life imbalance, work environment, and perceived organizational support on organizational commitment. In this study, the cross-sectional method is used to get quantitative data from an online questionnaire. The questionnaire was modified based on pre-existing questions from earlier literature. Data were gathered purposefully from a group of 160 permanent nurses who had worked at private hospital X for at least one year using a non-probability sampling technique. PLS-SEM software was then used to analyze it. The results showed that job stress, role ambiguity, work-life imbalance, work environment, and perceived organizational support affect organizational commitment among nurses in Private Hospital X in Central Jakarta. The study is anticipated to offer guidance for the hospital to improve the organizational commitment of its nurses.]]>
<![CDATA[The Effect of Job Security and Burnout on Turnover Intention Mediated by Job Satisfaction ]]>
<![CDATA[Chelsia Ernes]]>;
<![CDATA[Yohana F Cahya Palupi Meilani]]>
<![CDATA[ Jurnal Manajemen Kesehatan Indonesia Vol 11, No 1 (2023): April 2023 ]]>
Publisher : <![CDATA[Magister Kesehatan Masyarakat, Fakultas Kesehatan Masyarakat, Universitas Diponegoro ]]>
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DOI: 10.14710/jmki.11.1.2023.79-90
<![CDATA[The high rate of turnover among healthcare workers has become a big challenge, particularly during the COVID-19 pandemic. Therefore, understanding the factors associated with turnover intention is important. The objective of this study is to analyse the effect of job security, burnout, and their impact on turnover intention mediated by job satisfaction in healthcare workers. This study is a quantitative survey with a cross-sectional approach and 155 respondents of healthcare workers who worked in a private hospital in Batam during the COVID-19 pandemic were taken as the sample using a purposive sampling method. Online questionnaires were distributed in order to collect the data. PLS-SEM analysis method is used to analyse the data. The findings from this study are job security has a positive and significant effect on job satisfaction, burnout has a negative and significant effect on job satisfaction, job satisfaction has a negative and significant effect on turnover intention, and job satisfaction is proved as a significant mediator towards turnover intention. This finding has implications for hospital managers to make recommendations that will enable the hospital to retain more health workers and thus reduce the turnover rate.Keywords: Job security, Burnout, Job satisfaction, Turnover intention]]>
<![CDATA[Pengaruh Internal Service Quality dan Workload terhadap Job Satisfaction Di RS Xyz Bojonegoro ]]>
<![CDATA[Arya Ganesha Sutantio]]>;
<![CDATA[Yohana F. Cahya Palupi Meilani]]>
<![CDATA[ Jurnal Manajemen Kesehatan Indonesia Vol 11, No 1 (2023): April 2023 ]]>
Publisher : <![CDATA[Magister Kesehatan Masyarakat, Fakultas Kesehatan Masyarakat, Universitas Diponegoro ]]>
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DOI: 10.14710/jmki.11.1.2023.10-21
<![CDATA[Introduction: One of the major factors in the success of a hospital is its employees, as a hospital contains many professionals that contribute greatly to the overall quality of service of the hospital. Thus, it is important for a hospital to maintain the Job Satisfaction of its employees, an employee that is motivated with their job would be more likely to be motivated and productive, resulting in better services given to the external customer of the hospital. Aim: This study was conducted to determine the effect of Internal Service Quality and Workload on Job Satisfaction. Methods: In this study, the data is collected using a questionnaire to 140 health workers in RS XYZ, Bojonegoro Regency using purposive sampling method. The analysis is done using partial lease square-structural equation modeling and carried out using SmartPLS software version 4.0. Results: The result of this finding is that both independent variables, Internal Service Quality and Workload have positive and negative correlation respectively. Conclusion: According to the result, providing a good Internal Service Quality to hospital employees would increase their job satisfaction, it is also important to manage workload appropriately as excessive workloads could lead to lower job satisfaction.]]>
