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Yohana F. Cahya Palupi Meilani
Business School, Fakultas Ekonomi Dan Bisnis, Universitas Pelita Harapan, Tangerang
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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

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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.
The Effect of Nurses' Workload on Compliance in Implementing Patient Education Before Discharge: The Mediating Effect of Perceived Organizational Support and Burnout Level Cornelius Danu Kurniawan; Yohana F. Cahya Palupi Meilani
Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah Vol. 8 No. 1 (2026): Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah
Publisher : Intitut Agama Islam Nasional Laa Roiba Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47467/alkharaj.v8i1.10381

Abstract

Nurses are essential to delivering discharge education, which ensures safe transitions and reduces hospital readmissions. However, high workloads can hinder nurses' ability to consistently provide this education. While burnout and perceived organizational support (POS) may mediate this relationship, evidence in the Indonesian healthcare setting is limited. Objective to analyze the effect of nurse workload on compliance with discharge education and assess the mediating roles of burnout and perceived organizational support. Methods a cross-sectional quantitative study was conducted with 100 nurses at a Type B private hospital in Semarang, Indonesia. Data were collected via validated questionnaires and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). Results Workload had a significant negative effect on compliance with discharge education and a significant positive effect on burnout. Burnout also had a strong negative effect on compliance and significantly mediated the relationship between workload and compliance. Conversely, perceived organizational support showed no significant influence on compliance and did not mediate the workload–compliance relationship. Conclusion Increased nurse workload reduces compliance with discharge education, primarily through its effect on burnout. Although nurses reported high levels of organizational support, it did not significantly impact educational compliance. Interventions focusing on workload management and burnout prevention are crucial to enhance the quality of discharge education and patient outcomes.
Co-Authors Albert Surya Wanasida Alexandra Felicia Tanawa Ambarita, Erika 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 Dennison Laurensius Mulya Elvitriana Intan Novita 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 Ian Nurpatria Suryawan Ian Nurpatria Suryawan Inez Angelina Innocentius Bernarto, Innocentius 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 Qonita, Widya Richard Tobing Rinto Rain Barry Ronald Ronald Ronald Suryaputra Ronnie Resdianto Masman Sabrina Sabrina Sahat Simanjuntak Sahat Simanjuntak 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