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<![CDATA[RASIO KEUANGAN SEBAGAI PREDIKSI FINANCIAL DISTRESS ]]>
<![CDATA[Kartika, Andi]]>;
<![CDATA[Rozak, Hasan Abdul]]>;
<![CDATA[Nurhayati, Ida]]>;
<![CDATA[Bagana, Batara Daniel]]>
<![CDATA[ Proceeding SENDI_U 2020: SEMINAR NASIONAL MULTI DISIPLIN ILMU DAN CALL FOR PAPERS ]]>
Publisher : <![CDATA[Proceeding SENDI_U ]]>
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<![CDATA[Penelitianl inil bertujuanl untuk menguji dan menganalisis lpengaruh lleverage, llikuiditas, aktivitas,profitabilitas lterhadap lfinancial distress pada lperusahaan lmanufaktur yang terdaftar di Bursa Efek Indonesiatahun 2016-2018. Populasil dalaml penelitian ini adalahl seluruh Perusahaanl Manufaktur yang Terdaftar diBursa Efek Indonesia tahun 2016-2018. Pemilihan sampel lmenggunakan metode lpurpose sampling. Alatlanalisis yang digunakan ldalam penelitian lini adalah lanalisis lregresi logistik. Hasil pengujian lmenunjukkanbahwa likuiditas, aktivitas dan profitabilitas llberpengaruh negatif lsignifikan lterhadap financial distress.Leverage lberpengaruh lpositif signifikan lterhadap lfinancial Distress. Hasil ini didukung agency theory, bahwakeberhasilan menajemen dinilai berdasarkan kinerjanya yang ditunjukkan oleh kemampuan menghasilkan profityang tinggi, likuiditas yang cukup, aktivitas perusahaan yang stabil, dan leverage yang dapat dikendalikanya.]]>
<![CDATA[PENGARUH KOMPETENSI, BUDAYA ORGANISASI, DAN KOMITMEN ORGANISASIONAL TERHADAP KINERJA KARYAWAN (STUDI KASUS PADA PT. DAFAM MAJU BERSAMA SEMARANG) ]]>
<![CDATA[Setyani, Dina Meiska]]>;
<![CDATA[Rozak, Hasan Abdul]]>
<![CDATA[ Proceeding SENDI_U 2021: SEMINAR NASIONAL MULTI DISIPLIN ILMU DAN CALL FOR PAPERS ]]>
Publisher : <![CDATA[Proceeding SENDI_U ]]>
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<![CDATA[Penelitian ini bertujuan untuk mengetahui Pengaruh Kompetensi, Budaya Organisasi dan Komitmen Organisasi Terhadap Kinerja Karyawan PT. Dafam Maju Bersama Semarang. Tujuan penelitian dirumuskan untuk mengetahui Pengaruh Kompetensi, Budaya Organisasi dan Komitmen Organisasi Terhadap Kinerja Pegawai. Teknik pengambilan sampel penelitian ini adalah dengan menggunakan accidental sampling yang berjumlah 101 orang. Pengumpulan data menggunakan kuesioner (kuesioner) dengan cara menyebarkan daftar pernyataan kepada responden guna memperoleh informasi. Analisis regresi untuk menguji secara parsial pengaruh masing[1]masing variable bebas diuji dengan analisis regresi. Hasil penelitian adalah: (1) Kompetensi berpengaruh positif dan signifikan terhadap kinerja karyawan. (2) Budaya Organisasi berpengaruh positif dan signifikan terhadap kinerja karyawan. (3) Komitmen Organisasi berpengaruh positif dan signifikan terhadap kinerja karyawan.]]>
<![CDATA[Strengthening digital ecosystem for SMEs through readiness to change and agile leadership ]]>
<![CDATA[Hasan Abdul Rozak]]>;
<![CDATA[Ardian Adhiatma]]>;
<![CDATA[Ika Rosyada Fitriati]]>
<![CDATA[ Jurnal Siasat Bisnis Vol 25, No 2 (2021) ]]>
Publisher : <![CDATA[Management Development Centre (MDC) Department of Management, Faculty of Business and Economics Universitas Islam Indonesia ]]>
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DOI: 10.20885/jsb.vol25.iss2.art6
<![CDATA[Purpose: This study aims to describe and analyze the relationship between readiness to change and agile leadership on the dynamic capabilities of SMEs. Furthermore, this study also examines the effect of dynamic capabilities in strengthening the digital ecosystem of SMEs.Design/methodology/approach: The data used in the study are collected from 250 SMEs through structured questionnaires. This study analyzes three hypotheses using structural equation modeling.Findings: The results of the study show that readiness to change and agile leadership can improve the dynamic capabilities of SMEs. The improved dynamic capabilities of SMEs are proven to be able to strengthen the digital ecosystem in SMEs. The results of this study are expected to contribute to SMEs in strengthening the growth of the digital economy in Indonesia.Research limitations/implications: This research has several limitation aspects, the research design is cross-sectional, and the research design cannot ensure that the causal relationship is specified in the hypothesis; in fact, the results tend to be consistent with theoretical reasoning. This study analyzes dynamic capabilities, a more specific approach may be needed to be able to fully utilize each process for the realization of a digital ecosystem. Another limitation, this study only examines the direct effect between a penchant for change and agile leadership on the capabilities of SMEs. Then test the direct influence between dynamic capabilities on the realization of a digital ecosystem.Practical Implications: The implication of the results of this research for management is as a literature on efforts to strengthen the digital ecosystem for SMEs through dynamic capabilities formed fro readiness to change and agile leadership. SME entrepreneurs must realize that change is a necessity along with the development of society and technology so that readiness to change becomes veri important. Besides, SME entrepreneurs are also required to have an agile leadership spirit so that they can guide and influence their team in achieving targets and solving problems properly.Originality/value: This study focuses on change readiness and agile leadership in relation to the dynamic capabilities of SMEs that can ultimately shape digital ecosystems. the results of this study provide additional empirical evidence for areas of research where there are few studies exist.]]>
<![CDATA[Peran Kepuasan Kerja Dalam Memediasi Faktor Yang Mempengaruhi Kinerja Pegawai ]]>
<![CDATA[Lisa Olivia]]>;
<![CDATA[Hasan Abdul Rozak]]>
<![CDATA[ Jurnal Ekonomi Efektif Vol 4, No 4 (2022): JURNAL EKONOMI EFEKTIF ]]>
Publisher : <![CDATA[Universitas Pamulang ]]>
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DOI: 10.32493/JEE.v4i4.22022
<![CDATA[Tujuan dari penelitian ini adalah untuk menganalisis dan mendeskripsikan pengaruh lingkungan kerja dan kompensasi berpengaruh terhadap kepuasan kerja, untuk menganalisis dan mendeskripsikan pengaruh lingkungan kerja dan kompensasi berpengaruh terhadap kinerja pegawai, untuk menganalisis dan mendeskripsikan pengaruh kepuasan kerja berpengaruh terhadap kinerja pegawai. Sampel penelitian ini adalah seluruh pegawai Dinas Tenaga Kerja Dan Transmigrasi Prov. Jawa Tengah. Teknik analisis menggunakan analisis deskriptif dengan uji instrumen, uji validitas, uji reliabilitas, uji determinasi, dan uji hipotesis. Hasil penelitian ini menyatakan bahwa Lingkungan kerja berpengaruh terhadap kepuasan kerja. Kompensasi berpengaruh terhadap kepuasan kerja. Lingkungan kerja berpengaruh terhadap kinerja pegawai. Kompensasi berpengaruh terhadap kinerja pegawai. Kepuasan kerja berpengaruh terhadap kinerja pegawai. Kepuasan memediasi pengaruh lingkungan kerja terhadap kinerja pegawai. Kepuasan memediasi pengaruh kompensasi terhadap kinerja pegawai.]]>
<![CDATA[Pengaruh Kepemimpinan, Pelatihan dan Pemberdayaan Terhadap Kepuasan Kerja ]]>
<![CDATA[Kirana Gita Archia]]>;
<![CDATA[Hasan Abdul Rozak]]>
<![CDATA[ Jurnal Bisnis dan Ekonomi Vol 29 No 1 (2022): Vol. 29 No. 2 EDISI MARET 2022 ]]>
Publisher : <![CDATA[Fakultas Ekonomika dan Bisnis, Universitas Stikubank ]]>
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DOI: 10.35315/jbe.v29i1.9007
<![CDATA[The purpose of this study was to analyze the influence of leadership, training, and empowerment on job satisfaction of the Semarang City Environment Service's employees. The sample in this study were 102 employees of the Semarang City Environmental Service. Determination of the sample in this study using saturated sampling. The analytical tool used is multiple linear regression analysis. The results of the analysis can be concluded that: Leadership has a positive and significant effect on job satisfaction. Training has a positive and significant effect on job satisfaction. Empowerment has a positive and significant effect on job satisfaction]]>
<![CDATA[EFFECT OF COMPETENCE, TRAINING AND MOTIVATION ON EMPLOYEE PERFORMANCE (STUDI AT PT. ACE HARDWARE, Tbk, SEMARANG) ]]>
<![CDATA[Mulyani Mulyani]]>;
<![CDATA[Hasan Abdul Rozak]]>
<![CDATA[ Jurnal Ekonomi Vol. 11 No. 02 (2022): Jurnal Ekonomi, Periode September 2022 ]]>
Publisher : <![CDATA[SEAN Institute ]]>
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<![CDATA[Employee performance is an action related to the tasks performed by employees and how these actions are performed. Performance is an important element in the company, because performance is an expectation of how a person should behave in carrying out tasks, which means showing a role in the organization. The better the performance of employees in each company, it will affect the company’s goals. Many factors can affect employee performance, such as competence, training and motivation. The purpose of this study was to analyze the effect of competence, training and motivation on employee performance. The population of this research is the employees of PT. Ace Hardware Indonesia Tbk, Semarang, totaling 287 people. With the slovin method, it was obtained a sample of 74 employees. The sampling technique in this study was carried out by a random technique. The types of data used are primary and secondary. The data collection technique used is a questionnaire. The analysis technique used is multiple regression analysis. The results showed that: (1). Competence has a positive effect on employee performance. (2). Training has a positive effect on employee performance. (3). Motivation has a positive effect on employee performance.]]>
<![CDATA[Pengaruh Leader Member Exchange (LMX) dan Motivasi Kerja terhadap Kinerja Karyawan dimediasi dengan Komitmen Organisasi (Studi Pada Pondok Modern Selamat Batang) ]]>
<![CDATA[Nurokhim .]]>;
<![CDATA[Hasan Abdul Rozak]]>
<![CDATA[ Jurnal Ekonomika dan Bisnis Vol 9 No 2 (2022): Jurnal Ekonomika dan Bisnis UNISS ]]>
Publisher : <![CDATA[Fakultas Ekonomika dan Bisnis Universitas Selamat Sri ]]>
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DOI: 10.51792/jeb.Vol9.Jeb2.200
<![CDATA[Penelitian ini bertujuan untuk menguji dan menganalisis Pengaruh Leader Member Exchange (LMX) dan Motivasi Kerja terhadap Kinerja Karyawan dimediasi dengan Komitmen Organisasi (Studi Pada Pondok Modern Selamat Batang). Penelitian ini dilakukan dengan metode sensus dan dilaksanakan pada karyawan Pondok Modern Selamat Batang yang memiliki masa kerja minimal 1 tahun. Teknik pengujian data yang digunakan dalam penelitian ini meliputi uji validitas, uji reliabilitas, analisis regresi, uji t dan uji mediasi. Data yang terkumpul diuji validitas dengan metode analisis faktor dan diuji reliabilitas dengan koefisien alpha (Alpha Cronbach). Data tersebut valid dan hasil uji reliabilitasnya menunjukkan angka 0.931 untuk variabel Leader Member Exchange (LMX), 0.945 untuk variabel Motivasi Kerja, 0.973 untuk Komitmen Organisasional dan 0.938 untuk variabel Kinerja Karyawan. Hasil dari analisis dan pembahasan menunjukkan bahwa Leader Member Exchange (LMX) tidak berpengaruh terhadap Komitmen Organisasional, Motivasi kerja berpengaruh positif dan signifikan terhadap Komitmen Organisasional, Leader Member Exchange (LMX) berpengaruh positif dan signifikan terhadap Kinerja Karyawan, Motivasi berpengaruh positif dan signifikan terhadap Kinerja Karyawan dan Komitmen Organisasional memediasi pengaruh Leader Member Exchange (LMX) dan Motivasi kerja terhadap Kinerja Dosen.]]>
<![CDATA[Pengaruh Pemberdayaan Dan Modal Sosial Terhadap Organizational Citizenship Behavior Dengan Kepuasan Kerja Sebagai Mediasi ]]>
<![CDATA[Ika Nur Bintari]]>;
<![CDATA[H. Hasan Abdul Rozak]]>
<![CDATA[ SEIKO : Journal of Management & Business Vol 5, No 2 (2022): July - December ]]>
Publisher : <![CDATA[Program Pascasarjana STIE Amkop Makassar ]]>
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DOI: 10.37531/sejaman.v5i2.2313
<![CDATA[Abstrak Adapun tujuan dari penelitian ini adalah untuk menganalisis dan mendeskripsikan pengaruh pemberdayaan dan modal sosial terhadap kepuasan kerja. Untuk menganalisis dan mendeskripsikan pengaruh pemberdayaan, modal sosial dan kepuasan kerja terhadap organizational citizenship behavior (OCB). Untuk menganalisis dan mendeskripsikan pengaruh pemberdayaan dan modal sosial terhadap organizational citizenship behavior (OCB) dengan dimediasi kepuasan kerja.Data yang digunakan oleh penulis merupakan data kuantitatif sedangkan data yang digunakan di penelitian ini adalah data primer yaitu data yang diperoleh dari daftar hasil kuesioner yang disampaikan kepada pegawai Badan Pengelolaan Keuangan Pendapatan dan Aset Daerah(BPKPAD) Kabupaten Batang. Jumlah sampel penelitian sebanyak 61pegawai. Teknik analisis yang digunakan menggunakan analisis regresi, pengujian hipotesis dengan uji dan uji Sobel. Berdasarkan penelitian yang telah dilakukan diperoleh hasil bahwa Secara parsial pemberdayaandan modal sosial berpengaruh positif dan signifikan terhadap kepuasan kerja. Secara parsial pemberdayaan, modal sosial dan kepuasan kerja berpengaruh positif dan signifikan terhadap organizational citizenship behavior (OCB).Kepuasan kerja sebagai variabel memediasi pengaruh pemberdayaandan modal sosial terhadap organizational citizenship behavior (OCB). Kata kunci: Pemberdayaan , Kepuasan Kerja dan Organizational Citizenship Behavior Abstract The purpose of this study is to analyze and describe the effect of empowerment and social capital on job satisfaction. To analyze and describe the effect of empowerment, social capital and job satisfaction on organizational citizenship behavior (OCB). To analyze and describe the effect of empowerment and social capital on organizational citizenship behavior (OCB) mediated by job satisfaction. The data used by the author is quantitative data while the data used in this study is primary data, namely data obtained from a list of questionnaire results submitted to employees of the Regional Revenue and Asset Financial Management Agency (BPKPAD) Batang Regency. The number of research samples as many as 61 employees. The analysis technique used is regression analysis, hypothesis testing with Sobel test and test. Based on the research that has been done, the results show that partially empowerment and social capital have a positive and significant effect on job satisfaction. Partially empowerment, social capital and job satisfaction have a positive and significant effect on organizational citizenship behavior (OCB). Job satisfaction as a variable mediating the influence of empowerment and social capital on organizational citizenship behavior (OCB). Keywords: Empowerment, Social Capital, Job Satisfaction and Organizational Citizenship Behavior]]>
<![CDATA[Pengaruh Gaya Kepemimpinan, Motivasi dan Kompensasi Terhadap Kinerja Karyawan (Studi Pada Resto Converso Semarang) ]]>
<![CDATA[Ocni Dwi rahayu]]>;
<![CDATA[Hasan Abdul Rozak]]>
<![CDATA[ Jurnal Mirai Management Vol 7, No 2 (2022) ]]>
Publisher : <![CDATA[STIE AMKOP ]]>
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DOI: 10.37531/mirai.v7i2.2229
<![CDATA[Abstract Penelitian ini bertujuan untuk mengetahui pengaruh gaya kepemimpinan, motivasi dan kompensasi terhadap kinerja karyawan. Objek penelitian ini adalah seluruh karyawan Resto Converso Semarang yang berjumlah 86 karyawan. Teknik pengumpulan data yang digunakan adalah kuisioner. Teknik analisis data yang digunakan adalah teknik analisis deskriptif dan analisis linier berganda. Hasil analisis menunjukkan bahwa gaya kepemimpinan dan motivasi tidak berpengaruh terhadap kinerja karyawan, sendangkan kompensasi berpengaruh terhadap kinerja karyawan Resto Converso Semarang. Keywords: gaya kepemimpinan, motivasi, kompensasi, kinerja karyawan]]>
<![CDATA[The Role of Job Satisfaction in Mediating Factors Affecting Employee Performance ]]>
<![CDATA[Lisa Olivia]]>;
<![CDATA[Hasan Abdul Rozak]]>
<![CDATA[ Jurnal Ilmiah Sumber Daya Manusia Vol 6, No 2 (2023): JANUARI, JENIUS (Jurnal Ilmiah Manajemen Sumber Daya Manusia) ]]>
Publisher : <![CDATA[Universitas Pamulang ]]>
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DOI: 10.32493/JJSDM.v6i2.27585
<![CDATA[This study will look at and write about these things: how the work environment and pay affect job satisfaction; how the work environment and pay affect employee performance; and how job satisfaction affects employee performance. People who work for the Department of Manpower and Transmigration in the province of Central Java are part of the sample in this study. In this method, descriptive analysis is used with instruments that are tested for validity, reliability, and hypotheses that are tested. There is a link between job satisfaction and the way people work. This study shows that this is true. People who get paid are happier at work. Because of the way people work, their performance can be affected by the way they work. Compensation has an effect on how well employees work. Employees who are happy at work do a better job. Satisfaction acts as a buffer between the work environment and how well employees do their jobs. Satisfaction acts as a buffer between the effects of pay and the performance of employees.]]>
