Article Per Year (5 Year)
p-Index From 2021 - 2026
11.147
P-Index
This Author published in this journals
All Journal JAM : Jurnal Aplikasi Manajemen JURNAL SOSIAL HUMANIORA (JSH) Jurnal Manajemen Kesehatan Indonesia Syntax Literate: Jurnal Ilmiah Indonesia Journal of Economic, Bussines and Accounting (COSTING) Management and Economics Journal (MEC-J) MATAPPA: Jurnal Pengabdian Kepada Masyarakat Alignment: Journal of Administration and Educational Management Sukma: Jurnal Pendidikan Jurnal Manajemen Creative Research Management Journal Enrichment : Journal of Management Budapest International Research and Critics Institute-Journal (BIRCI-Journal): Humanities and Social Sciences International Journal of Environmental, Sustainability, and Social Science Daengku: Journal of Humanities and Social Sciences Innovation Milestone: Journal of Strategic Management Feedforward: Journal of Human Resource Jurnal Ekonomi Jurnal Info Sains : Informatika dan Sains Transekonomika : Akuntansi, Bisnis dan Keuangan Indonesian Marketing Journal Proceeding National Conference Business, Management, and Accounting (NCBMA) International Journal of Management, Entrepreneurship, Social Science and Humanities (IJMESH) Eduvest - Journal of Universal Studies Journal of Economics and Management Scienties Proceeding of International Conference on Entrepreneurship (IConEnt) Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam Jurnal Penelitian Pendidikan Indonesia Journal of Ekonomics, Finance, and Management Studies Sukma: Jurnal Pendidikan Jurnal Widya Medika
Yohana F. Cahya Palupi Meilani
Business School, Fakultas Ekonomi Dan Bisnis, Universitas Pelita Harapan, Tangerang
Religion Aerospace Engineering Agriculture, Biological Sciences & Forestry Arts Humanities Civil Engineering, Building, Construction & Architecture Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Health Professions Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Medicine & Pharmacology Neuroscience Social Sciences Other

Published : 75 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 75 Documents
Search

 4   5   6   7   8 
Kinerja Karyawan Studi Pada Bank X [Employee Performance at Bank X] Anggarian, Inga; Meilani, Yohana F. Cahya Palupi
Feedforward: Journal of Human Resource Vol. 1 No. 2: September 2021
Publisher : Universitas Pelita Harapan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.19166/ff.v1i2.4255

Abstract

The purpose of this study was to determine the effect of caring climate, affective commitment, job satisfaction on employee performance at Bank X in Jakarta and Tangerang. This research is a quantitative research with descriptive method, the data used is primary data with survey data collection techniques using an online questionnaire Google Form using a Likert scale to 150 respondents who are employees of Bank X in Jakarta and Tangerang. Data processing using SPSS 26.0 software. This study has four hypotheses tested that are valid and reliable. This study shows that a caring climate has a positive effect on job satisfaction (H1), a caring climate has no positive effect on affective commitment (H2), a caring climate has no positive effect on performance (H3), job satisfaction has a positive effect on affective commitment (H4), job satisfaction work has a positive effect on performance (H5), affective commitment has no positive effect on performance (H6), caring climate has no indirect effect on performance through mediation of affective commitment (H7), and job satisfaction has a positive effect on performance by mediating affective commitment (H8) at Bank X in Jakarta and Tangerang. The contribution of this research provides input for banking managers in improving employee performance through job satisfaction which is built from a caring climate and affective commitment.BAHASA INDONESIA ABSTRACT:Tujuan dari penelitian ini untuk mengetahui pengaruh iklim peduli, komitmen afektif, kepuasan kerja terhadap kinerja karyawan pada Bank X di Jakarta dan Tangerang. Penelitian ini merupakan penelitian kuantitatif dengan metode deskriptif, data yang digunakan adalah data primer dengan teknik pengumpulan data survei menggunakan kuesioner online Google Form menggunakan skala Likert kepada 150 responden yang merupakan karyawan Bank X di Jakarta dan Tangerang. Penggolahan data menggunakan software SPSS 26.0. Penelitian ini memiliki empat hipotesis yang diuji bersifat valid dan reliable. Penelitian ini menunjukkan bahwa iklim peduli berpengaruh positif terhadap kepuasan kerja (H1), iklim peduli tidak berpengaruh positif terhadap komitmen afektif (H2), iklim peduli tidak berpengaruh positif terhadap kinerja (H3), kepuasan kerja berpengaruh positif terhadap komitmen afektif (H4), kepuasan kerja berpengaruh positif terhadap kinerja (H5), komitmen afektif tidak berpengaruh positif terhadap kinerja (H6), iklim peduli tidak berpengaruh tidak langsung terhadap kinerja melalui mediasi komitmen afektif (H7), dan kepuasan kerja berpengaruh  positif terhadap kinerja dengan mediasi komitmen afektif (H8) pada Bank X di Jakarta dan Tangerang. Kontribusi penelitian ini memberi input bagi pengelola perbankan dalam meningkatkan kinerja karyawan melalui kepuasan kerja yang dibangun dari iklim peduli dan komitmen afektif.
Keadilan Organisasional, Trust, dan Komitmen Organisasional Berpengaruh Terhadap Organizational Citizenship Behavior pada Karyawan PT Boga Inti [Organizational Justice, Trust and Organizational Commitment Affecting Organizational Citizenship Behavior of Employees of PT Boga Inti] Harianto, Teh; Meilani, Yohana F. Cahya Palupi
Feedforward: Journal of Human Resource Vol. 3 No. 1: April 2023
Publisher : Universitas Pelita Harapan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.19166/ff.v3i1.6776

Abstract

Based on interviews with the Operational Director, Human Capital and Legal Director and Finance and Accounting Director, confirmation of several issues related to organizational citizenship behavior (OCB) was obtained. In conditions of limited manpower planning, everyone is required to work more than usual, whether it's within the scope of his own work, or also work in other units. Incomplete involvement and participation of all employees, especially for programs carried out by different departments. This causes the programs or policies implemented are not optimal. There is still a lack of employee involvement and participation, especially programs related to different divisions. This study uses multiple linear regression. Involvement of organizational commitment, organizational justice and trust as factors that influence the OCB. The results show that the three factors above play an important role in realizing OCB which will have positive benefits for achieving the company's vision and mission.  Bahasa Indonesia Abstrak: Berdasarkan wawancara dengan Operational Director, Human Capital and Legal Director dan Finance and Accounting Director, didapatkan konfirmasi beberapa issue yang berkaitan dengan organizational citizenship behavior (OCB) ini. Dalam kondisi manpower planning yang terbatas, setiap orang diperlukan untuk bekerja lebih dari biasanya, apakah itu di dalam cakupan pekerjaan dia sendiri, atau juga pekerjaan di unit lain. Keterlibatan dan partisipasi seluruh karyawan yang tidak sepenuhnya, terutama untuk program yang dilakukan oleh departemen berbeda. Hal ini menyebabkan program atau kebijakan yang dilakukan tidak maksimal. Keterlibatan dan partisipasi karyawan masih kurang, terutama program yang berkenaan dengan divisi yang berbeda. Penelitian ini menggunakan multiple linear regression, dengan rumus Slovin. Keterlibatan komitmen organisasi, keadilan organisasi dan trust sebagai faktor yang memengaruhi OCB tersebut. Hasilnya terlihat bahwa ketiga faktor di atas memegang peranan penting dalam terwujudnya OCB yang akan bermanfaat positif bagi tercapainya visi dan misi perusahaan.
Competitive Differentiation Through Sustainability: Bank Jago’s Strategic Response to Inter-Firm Competition Hadi Cahyadi; Yohana F. Cahya Palupi Meilani; Ardi Ardi
Proceedings of the International Conference on Entrepreneurship (IConEnt) Vol. 5 (2025): Proceedings of the 5th International Conference on Entrepreneurship (IConEnt)
Publisher : Universitas Pelita Harapan

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

This study aims to analyze the strategic responses of Bank Jago, a leading digital bank in Indonesia, to the evolving competitive landscape shaped by fintech innovation and regulatory dynamics. Employing a qualitative case study approach, this research draws on Bank Jago’s annual reports, industry analyses, and news sources, applying PESTEL, Porter’s Five Forces, SWOT, SPACE matrix, and Strategic Sustainability frameworks to comprehensively evaluate the bank’s external environment, competitive position, internal capabilities, and competitive differentiation through sustainability. The findings indicate that Bank Jago benefits from supportive government policies, rapid technological advancements, and a growing urban, tech-savvy customer base, while facing challenges such as stringent regulatory requirements, rising competition from regional fintech firms, and economic volatility. Strategic partnerships, particularly with fintech platforms like Gojek, and innovative digital banking services such as the ‘Pockets’ feature, have strengthened Bank Jago’s market position. The SPACE matrix analysis suggests an aggressive strategic posture, emphasizing growth and innovation to capitalize on market opportunities. The study concludes that Bank Jago’s adaptive strategies, focused on digital transformation, customer-centric innovation, regulatory compliance, and environmental sustainability, will be pivotal for its sustained competitive advantage and expansion in Indonesia’s digital banking sector.
Competitive Differentiation Through Sustainability: Bank Jago’s Strategic Response to Inter-Firm Competition Hadi Cahyadi; Yohana F. Cahya Palupi Meilani; Ardi Ardi
Proceedings of the International Conference on Entrepreneurship (IConEnt) Vol. 5 (2025): Proceedings of the 5th International Conference on Entrepreneurship (IConEnt)
Publisher : Universitas Pelita Harapan

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

This study aims to analyze the strategic responses of Bank Jago, a leading digital bank in Indonesia, to the evolving competitive landscape shaped by fintech innovation and regulatory dynamics. Employing a qualitative case study approach, this research draws on Bank Jago’s annual reports, industry analyses, and news sources, applying PESTEL, Porter’s Five Forces, SWOT, SPACE matrix, and Strategic Sustainability frameworks to comprehensively evaluate the bank’s external environment, competitive position, internal capabilities, and competitive differentiation through sustainability. The findings indicate that Bank Jago benefits from supportive government policies, rapid technological advancements, and a growing urban, tech-savvy customer base, while facing challenges such as stringent regulatory requirements, rising competition from regional fintech firms, and economic volatility. Strategic partnerships, particularly with fintech platforms like Gojek, and innovative digital banking services such as the ‘Pockets’ feature, have strengthened Bank Jago’s market position. The SPACE matrix analysis suggests an aggressive strategic posture, emphasizing growth and innovation to capitalize on market opportunities. The study concludes that Bank Jago’s adaptive strategies, focused on digital transformation, customer-centric innovation, regulatory compliance, and environmental sustainability, will be pivotal for its sustained competitive advantage and expansion in Indonesia’s digital banking sector.
Employee Performance Based on Transactional Leadership Style, Employee Competence and Job Satisfaction Yohana F. Cahya Palupi Meilani; Margaretha Pink Berlianto; Leonardo M. Canoy, Jr; Elvitriana Intan Novita; William Marvincent Tan
Proceedings of the International Conference on Entrepreneurship (IConEnt) Vol. 5 (2025): Proceedings of the 5th International Conference on Entrepreneurship (IConEnt)
Publisher : Universitas Pelita Harapan

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

This study aims to examine the impact of transactional leadership style, employee competence, job satisfaction, and employee performance. The research follows a quantitative approach, utilizing a questionnaire with Likert scale responses from 1 to 5. Conducted at PT XYZ, the study employs purposive sampling, meaning respondents must meet specific criteria to have their responses accepted. The total sample consists of 100 participants. Data analysis was performed using the SmartPLS 4 software with the PLS-SEM (Partial Least Squares – Structural Equation Modeling) method. The findings reveal that transactional leadership style positively and significantly influences job satisfaction, employee competence has a positive and significant effect on job satisfaction, transactional leadership style positively and significantly affects employee performance, and employee competence also positively and significantly impacts employee performance. However, job satisfaction has a negative and significant effect on employee performance. It is hoped that readers will apply the positive insights from this research to enhance the company’s sustainability.
ANALYSIS OF THE INFLUENCE OF HUMAN RESOURCES MANAGEMENT PRACTICES AND KNOWLEDGE MANAGEMENT ON EMPLOYEE PERFORMANCE WITH EMPLOYEE DEVELOPMENT AS A MEDIATING VARIABLE AT PT XYZ IN JAKARTA Hanifah, Hanifah; Meilani, Yohana F. Cahya Palupi
Journal of Economic, Bussines and Accounting (COSTING) Vol. 8 No. 4 (2025): COSTING : Journal of Economic, Bussines and Accounting
Publisher : Institut Penelitian Matematika, Komputer, Keperawatan, Pendidikan dan Ekonomi (IPM2KPE)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31539/nkq5n723

Abstract

This study aims to analyze the effect of Human Resources Management Practices and Knowledge Management on Employee Performance with Employee Development as a mediating variable at PT XYZ in Jakarta. The method used is quantitative research with Partial Least Square - Structural Equation Modeling (PLS-SEM) technique. Data were collected from 50 respondents who are permanent employees of the company. The results of the study indicate that Human Resources Management Practices do not have a significant effect on Employee Development, while Knowledge Management has a positive and significant effect on Employee Development. Furthermore, Human Resources Management Practices and Knowledge Management have a significant effect on Employee Performance, while Employee Development does not have a significant effect on Employee Performance. Mediation analysis shows that Employee Development is not able to be a significant mediating variable in the relationship between Human Resources Management Practices and Knowledge Management on Employee Performance. This finding indicates that human resource management practices and knowledge management have an important role in improving employee performance, but employee development does not always have a direct impact on improving performance. Therefore, companies need to optimize employee development strategies to be more effective in improving individual performance.
The Impact of Employee Competence, Employee Training, and Human Resource Development on Employee Performance Mediated by Employee Performance at Insurance Company X Putrapandowo, Habie Purwokusumo; Meilani, Yohana F. Cahya Palupi
TRANSEKONOMIKA: AKUNTANSI, BISNIS DAN KEUANGAN Vol. 5 No. 3 (2025): May 2025
Publisher : Transpublika Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55047/transekonomika.v5i3.904

Abstract

In an era of increasingly fierce competition, human resources (HR) are crucial to a company's success. Competence, training, and HR development are important elements in improving employee performance. A positive work culture also significantly contributes to employee performance. Insurance Company X, facing challenges in meeting performance targets, is committed to improving HR quality through training and cultivation. Through Insurance Company X's work culture, the purpose of this study is to inspect how employee competence, employee training, and human resource development affect employee performance. The permanent employees of Insurance Company X serve as the unit of analysis in this quantitative study. Data were obtained through an online questionnaire filled out by 136 permanent employees. Data analysis was conducted using the Partial Least Square Structural Equation Modeling (PLS-SEM) method. The findings stated that employee competence, employee training, human resource development, work culture have a significant and positive impact on employee performance. By focusing on improving competence, HR development, training, and a good company work culture, the company can ensure that employees are ready to face existing challenges and provide maximum contribution to achieving organizational goals. This study combines four key variables-competence, training, HR development, and work culture in one framework to analyze their influence on employee performance in the insurance industry. The results of this study can be used by management to design strategies to improve employee performance through structured training, competency improvement, continuous HR development, and strengthening a positive work culture that supports productivity and achievement of organizational targets.
PENGARUH KEPUASAN KERJA, DUKUNGAN ORGANISASI, DAN REPUTASI ORGANISASI TERHADAP TURNOVER KARYAWAN PT BANK XYZ Marsaka, Martinus Maudy; Meilani, Yohana F. Cahya Palupi
Journal of Economic, Bussines and Accounting (COSTING) Vol. 8 No. 6 (2025): COSTING : Journal of Economic, Bussines and Accounting
Publisher : Institut Penelitian Matematika, Komputer, Keperawatan, Pendidikan dan Ekonomi (IPM2KPE)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31539/bs75tw97

Abstract

Digitalisasi membawa banyak perubahan pada berbagai bidang bisnis tidak terkecuali perbankan. Namun demikian, manfaat digitalisasi juga membawa perubahan pada berkurangnya permintaan tenaga kerja pada industri perbankan, dimana hampir seluruh transaksi keuangan dapat dilakukan secara online. Penelitian ini menguji pengaruh dari kepuasan kerja, dukungan organisasi, dan reputasi organisasi terhadap turnover karyawan pada salah satu perbankan di Indonesia. Penelitian dilakukan pada 210 karyawan yang bekerja di Bank XYZ. Metode yang digunakan pada penelitian ini adalah kuantitatif dengan teknik analisa structural equation modelling (SEM) pada SmartPLS. Hasil penelitian menunjukkan bahwa organizational reputation dan job satisfaction berpengaruh negatif terhadap turnover intention. Namun hasil penelitian juga menunjukkan bahwa job autonomy dan organizational support tidak berpengaruh signifikan terhadap turnover intention.
Pengaruh ICT Demands dan ICT Resources Terhadap Job Satisfaction Melalui Work-Family Balance Sebagai Variabel Intervening Pada Perusahaan Beauty industry di PT XYZ Haifa Aghnia; Yohana Cahya F. Palupi Meilani
El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam Vol. 6 No. 9 (2025): El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam
Publisher : Intitut Agama Islam Nasional Laa Roiba Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47467/elmal.v6i9.8566

Abstract

                This study aims to analyze the influence of Information and Communication Technology (ICT) Demands and ICT Resources on Job Satisfaction, with Work-Family Balance as a mediating variable, among employees in the beauty industry, particularly at PT XYZ. As digital transformation accelerates, the integration of ICT into daily work operations has significantly altered employees' work dynamics, including their work-life balance and Job Satisfaction. In this context, ICT Demands refers to the pressures and expectations caused by the use of technology, while ICT Resources represent the available support such as training, infrastructure, and access to adequate digital tools. Using a quantitative approach, data were collected from 150 active employees at PT XYZ who regularly engage with ICT in their job roles. The data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) to assess the relationships among the variables. The findings reveal that ICT Demands has a significant negative impact on both Work-Family Balance and Job Satisfaction, whereas ICT Resources have a significant positive effect on these outcomes. Furthermore, Work-Family Balance was found to be a significant mediator in the relationships between ICT-related factors and Job Satisfaction.
Pulling the Heartstrings: Employer Branding, Engagement, and the Retention of Millennial Talent in Higher Education Della Edelweiss Manalu; Yohana F. Cahya Palupi Meilani
Feedforward: Journal of Human Resource Vol. 5 No. 1: April 2025
Publisher : Universitas Pelita Harapan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.19166/ff.v5i1.9573

Abstract

In a progressively competitive global environment, employer branding has emerged as a vital element in talent retention, especially among millennials who constitute a significant portion of the workforce. Higher education institutions contribute to knowledge advancement and the establishment of an appealing work environment for their personnel. The elevated turnover rate among millennials presents a difficulty for businesses, especially institutions. This study seeks to examine the influence of corporate branding on talent retention, utilizing employee engagement and affective commitment as mediating variables. The study used a quantitative methodology including a sample of 50 permanent staff members at XYZ University. The employed sample method is purposive sample, with data gathered using a questionnaire. Data were examined utilizing Partial Least Squares Structural Equation Modeling (PLS-SEM). The results demonstrate that employer branding positively influences employee engagement and affective commitment. Employee engagement substantially affects talent retention, although affective commitment does not directly influence it. Furthermore, employee engagement is established as a crucial mediator in the correlation between company branding and talent retention, although affective commitment does not function as a significant mediating variable. This study underscores that effective employer branding must prioritize the enhancement of employee engagement to bolster talent retention within higher education institutions. Organizations are encouraged to cultivate an inclusive workplace, implement supporting policies, and provide career development opportunities to enhance employee engagement and loyalty.
Co-Authors Albert Surya Wanasida Alexandra Felicia Tanawa Ambarita, Erika Andi Muhammad Sabilillah Tahir Andi Muhammad Sabilillah Tahir Angelina, Inez Angelina, Sylvia Anggarian, Inga Anindhira Shinta Ardi Ardi Ardi Ardi Ardi Ardi Arya Ganesha Sutantio Astawa, Gregorius Adista Enrico Berlianto, Margaretha Pink Canoy, Jr., Leonardo M. Chelsia Ernes Christine Febriana Sitorus Cornelius Danu Kurniawan Daniel Ong Kim Kui Della Edelweiss Manalu Dennison Laurensius Mulya Elvitriana Intan Novita Eny Rochmatulaili Erric Raymond Tatimu Erric Raymond Tatimu Evita Charolina Ginting Faiza Husnayeni Nahar Fetty Asmaniati Gabriela Lintang Cristandy Gitarja, Widasari Sri Hadi Cahyadi Haifa Aghnia hanifah hanifah Hans Christian O Harianto, Teh Hendri Eka Jaya Putra Hutabarat, Zoel Ian Nurpatria Suryawan Ian Nurpatria Suryawan Ika Suhartanti Darmo Inez Angelina Innocentius Bernarto, Innocentius Isana Sri Christina Meranga Iwan Setiawan Jeremy Jovanie Owen Karina Natalie Kuntjoro Khairunisa, Caesilia Lala Palupi Santyaputri, Lala Palupi Leonardo M. Canoy, Jr Manalu, Della Edelweiss Maria, Hesti Marsaka, Martinus Maudy Mega Irene Agustina Meranga, Isana S.C Myrza Rahmanita Nagan, Natalia Niputu Evelyna Devi Ariana Nurbaeti Nurbaeti Oki Hermawati Panjaitan, Andry M. Pramono, Rudy Puan Maharani Putrapandowo, Habie Purwokusumo Putri, Indah Wira Putu Ayu Novita Putu Ayu Novita Qonita, Widya Richard Tobing Rinto Rain Barry Ronald Ronald Ronald Suryaputra Ronnie Resdianto Masman Sabrina Sabrina Sahat Simanjuntak Sahat Simanjuntak Selvi Esther Suwu, Selvi Esther Shaquila Salsabil Sinaga, Windy Saroh Siswaty, Donna Shandra Sitorus, Denny S. P. Sri Anggreani Magdalena Sitohang Steven Widjaja Sudibjo, Niko Suharto, Bernadus Freddy Tandiarak, Agustinus Tantrianto, Yogie Trisha Alya Rahmi Veronica Sinaga William Marvincent Tan Wuisan, Dewi Yohana F Yugopuspito, Pujianto