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All Journal JURNAL ILMIAH MANAJEMEN BISNIS DAN TERAPAN Jurnal AgroBiogen Scientific Journal of Reflection : Economic, Accounting, Management and Business Distribusi SULTANIST: Jurnal Manajemen dan Keuangan Jurnal Varian Jurnal Tata Kelola dan Kerangka Kerja Teknologi Informasi Bisman (Bisnis dan Manajemen): The Journal of Business and Management Target : Jurnal Manajemen Bisnis JPMB: Jurnal Pemberdayaan Masyarakat Berkarakter ADMA: Jurnal Pengabdian dan Pemberdayaan Masyarakat ALEXANDRIA: Journal of Economics, Business, and Entrepreneurship Jurnal Pusat Akses Kajian Manajemen Business Management Asean International Journal of Business Jurnal Manajemen dan Bisnis Journal of Artificial Intelligence and Digital Business Jurnal Ilmiah Pengabdian dan Inovasi Jurnal Manajemen dan Penelitian Akuntansi (JUMPA) Indonesian Journal of Multidisciplinary on Social and Technology Karya Kesehatan Siwalima Interdiciplinary Journal of Education Journal of Management, Entrepreneurship and Tourism SUBSERVE: Community Service and Empowerment Journal Journal of Innovative and Creativity Journal of Community Empowerment INTAN CENDEKIA: JURNAL PENGABDIAN MASYARAKAT Horizon: Indonesian Journal of Multidisciplinary ECONOMIST: Jurnal Ekonomi dan Bisnis Indonesian Journal of Innovation Multidisipliner Research As-Syirkah: Islamic Economic & Financial Journal Jurnal Perlindungan Masyarakat Bestuur Praesidium
Irwan Cahyadi
Universitas Bumigora
Religion Agriculture, Biological Sciences & Forestry Arts Humanities Chemical Engineering, Chemistry & Bioengineering Civil Engineering, Building, Construction & Architecture Computer Science & IT Decision Sciences, Operations Research & Management Dentistry Economics, Econometrics & Finance Education Electrical & Electronics Engineering Engineering Environmental Science Health Professions Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Mathematics Medicine & Pharmacology Nursing Public Health Social Sciences Other

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The Effect of Team Communication and Leadership on Employee Performance at Niaga Sriwijaya Supermarket Mataram Widya Aurani; Febria Nurmelia; Baiq Nadia Nirwana; Irwan Cahyadi; Ega Dwi Putri Marswandi
ALEXANDRIA (Journal of Economics, Business, & Entrepreneurship) Vol. 7 No. 2 (2026): September
Publisher : Postgraduate, University of Mataram

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29303/alexandria.v7i2.1819

Abstract

Employee performance represents a critical determinant of organizational effectiveness, particularly in the retail sector, where operational activities require effective coordination and managerial direction. This study aims to examine and analyze the effects of team communication and leadership on employee performance at Niaga Sriwijaya Supermarket Mataram. The study employed a quantitative research design involving 131 respondents. Data were collected through questionnaires, observation, and documentation and subsequently analyzed using multiple linear regression with IBM SPSS Statistics 26. The findings demonstrate that team communication has a positive and statistically significant effect on employee performance, as indicated by a significance value of 0.001. Leadership also has a positive and statistically significant effect on employee performance, with a significance value of less than 0.001. Furthermore, the simultaneous analysis confirms that team communication and leadership jointly exert a significant effect on employee performance, with an F-statistic of 31.098 and a significance value of less than 0.001. The coefficient of determination indicates that both independent variables explain 32.7% of the variance in employee performance. These findings suggest that strengthening communication processes and enhancing leadership effectiveness are important managerial strategies for improving employee performance within the retail sector.
The Effect of Work–Life Balance and Work Environment on Turnover Intention: The Mediating Role of Job Satisfaction among Beauty Salon Employees in Mataram City Fenina Saputri; Irwan Cahyadi; Susilo Talidobel; Makiah Makiah; Ika Yuliana
ALEXANDRIA (Journal of Economics, Business, & Entrepreneurship) Vol. 7 No. 2 (2026): September
Publisher : Postgraduate, University of Mataram

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29303/alexandria.v7i2.1825

Abstract

This study examines the effects of work–life balance and work environment on turnover intention, with job satisfaction as a mediating variable among beauty salon employees in Mataram City. A quantitative approach was employed, involving 100 employees from five beauty salons selected through purposive sampling. Data were collected using questionnaires and analyzed using Partial Least Squares Structural Equation Modeling. The findings reveal that work–life balance has a positive and significant effect on turnover intention, whereas the work environment has a negative and significant effect on turnover intention. Work–life balance also has a positive and significant effect on job satisfaction. However, the work environment does not significantly affect job satisfaction, and job satisfaction does not significantly affect turnover intention. Furthermore, job satisfaction does not mediate the relationship between work–life balance and turnover intention or between the work environment and turnover intention. These findings suggest that the work environment plays an important role in reducing employees’ intention to leave, whereas the positive relationship between work–life balance and turnover intention indicates the need to consider the specific characteristics of employees and the service industry context. The study contributes empirical evidence regarding turnover intention among beauty salon employees.
The Effect of Work Discipline, Work Motivation, and Career Development on Employee Performance at PT Jaya Terus Abadi, North Lombok Friski Afika; Febria Nurmelia Marlina; Baiq Nadia Nirwana; Irwan Cahyadi; Ika Yuliana
ALEXANDRIA (Journal of Economics, Business, & Entrepreneurship) Vol. 7 No. 2 (2026): September
Publisher : Postgraduate, University of Mataram

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29303/alexandria.v7i2.1810

Abstract

This study aims to analyze the effect of work discipline, work motivation, and career development on employee performance at PT Jaya Terus Abadi, North Lombok. This research employed a quantitative approach with a descriptive-associative design. The population consisted of 39 employees, and saturated sampling was used so that all members of the population were involved as respondents. Data were collected using questionnaires and analyzed using multiple linear regression with the assistance of SPSS. The results show that work discipline has a positive and significant effect on employee performance. Work motivation also has a positive and significant effect on employee performance. Furthermore, career development has a positive and significant effect on employee performance. Simultaneously, work discipline, work motivation, and career development have a positive and significant effect on employee performance. The coefficient of determination indicates that the three independent variables explain 72.5% of the variation in employee performance, while the remaining 27.5% is explained by other factors outside the research model. These findings indicate that strengthening employee discipline, improving work motivation, and providing effective career development opportunities are important strategies for improving employee performance at PT Jaya Terus Abadi, North Lombok.
The Effect of Compensation and Work Environment on Employee Work Motivation: The Moderating Role of Leadership at Kura-Kura Family Entertainment Riyan Maulana; Irwan Cahyadi; Susilo Talidobel; Febria Nurmelia Marlin; Ega Dwi Putri Marswandi
ALEXANDRIA (Journal of Economics, Business, & Entrepreneurship) Vol. 7 No. 2 (2026): September
Publisher : Postgraduate, University of Mataram

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29303/alexandria.v7i2.1815

Abstract

Cyber-physical systems (CPS) are increasingly playing a key role in intelligent decision support on the shop floor, as they enable the integration of the physical production assets with sensing, communication, digital modelling, analytics, and control. This review summarizes the modelling techniques in CPS for responsive and adaptive manufacturing, focusing on the architectures, data integration, real-time data analytics, decision logic, synchronization, and operational applications. The reviewed evidence indicates that CPS is able to assist in dynamic production scheduling, machine monitoring, fault diagnosis, material-flow optimization, human–machine collaboration, energy management, and process control. The technologies above are complementary, but their value relies on data accuracy, low latency communications, interoperability, and feedback. The current challenges within the data quality and availability, complexity of models, scalability, protocol heterogeneity, real-time implementation, cyber security, privacy, human-centred design are significant limitations. The review also highlights the lack of a seamless transition from the development of technically sophisticated prototypes to reliable industrial implementation, especially in small and medium manufacturing sectors, and those with legacy equipment and data systems. Implementing explainable and adaptive AI, coordinating with edge and cloud workloads, building interlinked digital twin ecosystems, ensuring secure middleware, establishing a standard for data models, and self-optimizing control with human oversight should be the focus of future progress. CPS modelling should be considered as a socio-technical decision architecture and not just as a set of standalone technologies. The industrial value will rely on the balance between modelling fidelity, computation speed, interoperability, affordability, security, shop floor operator trust and measurable shop floor performance. This synthesis elucidates the conditions necessary to ensure reliable industrial implementation.
The Effects of Time Management, Self-Management, and Work-Life Balance on Academic Achievement of Working Students in Mataram City Adelia Putri; Ika Yuliana; Ega Dwi Putri Marswandi; Irwan Cahyadi; Febria Nurmelia Marlina
ALEXANDRIA (Journal of Economics, Business, & Entrepreneurship) Vol. 7 No. 2 (2026): September
Publisher : Postgraduate, University of Mataram

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29303/alexandria.v7i2.1820

Abstract

This study aims to examine the effects of time management, self-management, and work-life balance on the academic achievement of working students in Mataram City. The study employed a quantitative approach with an associative research design. Data were collected through a questionnaire using a five-point Likert scale. A total of 96 working students from private universities in Mataram City were selected through purposive sampling. Data analysis was conducted using validity and reliability tests, classical assumption tests, multiple linear regression, t-tests, F-tests, and the coefficient of determination with SPSS 26. The findings show that time management has a positive but insignificant effect on academic achievement. In contrast, self-management and work-life balance have positive and significant effects on academic achievement. Furthermore, time management, self-management, and work-life balance simultaneously have a significant effect on academic achievement. The three independent variables explain 54.4% of the variation in academic achievement, while the remaining 45.6% is explained by other factors outside the research model. These findings indicate that academic achievement among working students is supported not only by the ability to manage time but also by effective self-management and a balanced integration of academic, work, and personal responsibilities.
Pengaruh Kepemimpinan dan Lingkungan Kerja terhadap Loyalitas Kerja Nelayan di UD X Rendi Aryanto; Makiah Makiah; Febria Nurmelia Marlina; Irwan Cahyadi; Ika Yuliana
Indonesian Journal of Multidisciplinary on Social and Technology Vol. 4 No. 3 (2026): Juli - Oktober
Publisher : PT Ilmu Data Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.69693/ijmst.v4i3.14113

Abstract

Penelitian ini bertujuan menganalisis pengaruh kepemimpinan, lingkungan kerja fisik, dan lingkungan kerja non fisik terhadap loyalitas kerja nelayan di UD X, baik secara parsial maupun simultan, serta menentukan variabel dominan. Penelitian dilatarbelakangi oleh menurunnya jumlah nelayan aktif melaut dari 70 sampai 74 orang per bulan pada tahun 2022 menjadi 29 sampai 45 orang per bulan pada tahun 2024, meskipun perusahaan telah menyediakan kapal dan peralatan tangkap yang memadai. Penelitian menggunakan pendekatan kuantitatif dengan jenis asosiatif. Populasi penelitian adalah nelayan di UD X sebanyak 84 orang dan seluruhnya dijadikan responden melalui teknik sampling jenuh. Data dikumpulkan menggunakan kuesioner berskala Likert lima poin, kemudian dianalisis menggunakan regresi linier berganda dengan SPSS versi 26 yang mencakup uji validitas, reliabilitas, asumsi klasik, uji t, uji F, uji dominan, dan koefisien determinasi. Hasil penelitian menunjukkan bahwa kepemimpinan berpengaruh positif dan signifikan terhadap loyalitas kerja (t = 4,675; sig. = 0,000), lingkungan kerja fisik berpengaruh positif dan signifikan (t = 3,133; sig. = 0,002), dan lingkungan kerja non fisik berpengaruh positif dan signifikan (t = 2,954; sig. = 0,004). Secara simultan ketiga variabel berpengaruh positif dan signifikan terhadap loyalitas kerja (F = 14,496; sig. = 0,000). Lingkungan kerja fisik merupakan variabel paling dominan dengan koefisien regresi 0,269. Nilai koefisien determinasi menunjukkan bahwa ketiga variabel bebas mampu menjelaskan 35,2 persen variasi loyalitas kerja, sedangkan 64,8 persen dijelaskan oleh variabel lain di luar model penelitian. Temuan ini mendukung Job Embeddedness Theory bahwa rendahnya kesesuaian, ikatan sosial, dan pengorbanan yang dirasakan nelayan menurunkan keterikatan mereka terhadap organisasi.
The Impact of Training, Career Development and Job Satisfaction on Employee Retention at the West Lombok BKDPSDM Ikhsan Fahmi Fahrezi; Febria Nurmelia Marlina; Ega Dwi Putri Marswandi; Irwan Cahyadi
Business Management Vol. 5 No. 4 (2026): Business Management November
Publisher : Lembaga Penelitian dan Pendidikan (LPP) Mandala

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58258/kqf4db37

Abstract

Employee retention is one of the important aspects in maintaining the sustainability of human resources in an organization, especially in retaining qualified employees to support the achievement of organizational goals. Therefore, it is necessary to consider various factors that can affect employee retention, such as training, career development, and job satisfaction. This study aims to determine how employee retention at BKDPSDM of West Lombok Regency is influenced by training, career development, and job satisfaction. This study uses a quantitative method with an associative approach and data processing using the SPSS application. The sample in this study is 56 employees at BKDPSDM of West Lombok Regency. The sampling technique used in this study is saturated sampling, so that the entire population is used as the research sample. Data collection was carried out by distributing questionnaires to all 56 employees of BKDPSDM of West Lombok Regency as research respondents. The results showed that training had a positive but not significant effect on employee retention, with a t-count value of 1.417 < t-table 2.007 and a significant value of 0.163 > 0.05. Career development had a positive and significant effect on employee retention, with a t-count value of 3.079 > t-table 2.007 and a significant value of 0.003 < 0.05. Job satisfaction also has a positive and significant effect on employee retention, with a t-count value of 4.909 > t-table 2.007 and a significant value of 0.001 < 0.05. Simultaneously, training, career development, and job satisfaction had a significant effect on employee retention, with an F-count value of 26.633 and a significant value of 0.001 < 0.05. Based on the research results, improving employee retention needs to be supported through career development that provides clear and fair opportunities for employees to develop as well as efforts to maintain and improve job satisfaction through a comfortable work environment, good working relationships, and support for employee needs. Although training does not show a partially significant effect, the quality of training that is in accordance with job needs still needs to be improved to support the improvement of employee competence and employee retention.
Co-Authors Abdurahman Abdurrahman ABDURRAHMAN ABDURRAHMAN Abdurrahman Abdurrahman Adelia Putri Adrian Marshandi Setiawan Adrianda Anwar Agus Fahrin Rifani Agus Hermanto Ahmad Zunurraini Alfareza Alfareza Andini Putri Andria, Yass Anggriani, Rini Anthony Anggrawan Ayu Dasriani, Ni Gusti Baiq Dinna Widiyasti Baiq Nadia Nirwana Baskoro S Wibowo Bintang Rizki Maulana Bq. Candra Herawati christofer satria Dewi, Puspita Dian Syafitri Chani Saputri Dwi Ningsih Susilowati Dwi Putri Yuliani Ega Dwi Putri Ega Dwi Putri Marshwandi Ega Dwi Putri Marswandi Erwin Suhendra Fadli, M. Najmul Faisal Hadi Fariqi, Zulfikar Al Febria Nurmelia Febria Nurmelia Marlin Febria Nurmelia Marlina Febria Nurmelia Marlina Felicia Natalie Fedrich Fenina Saputri Friski Afika Gustu Yudi Artha Hany Pebrianti Haryono Haryono Hasbullah Hasbullah Helna Wardhana I Gusti Ayu Prianingsih I Made Samudra I Nyoman Yoga Sumadewa Ibrahim, Isra Dewi Kuntary Ika Yuliana Ika Yuliana Ikhsan Fahmi Fahrezi Iman Rusmana Iswandi Iswandi Josman, Lady Faerrosa Juliana Palit Khasnur Hidjah Kia Makiah Kurniadin Abd Latif Laela Purnama Laksono Trisnantoro Lalu Mazwa Gandatana Lanang Sakti Layali Ihyani Letizia Da Silva Gonçalves Sarmento Lia Febriani Lina Yunita Ludwina Irene Putri Xavier Lusiana Amri M. Thonthowi Jauhari M. Zulfikar Al Fariqi Made Arya Sudarsana Makiah Makiah Mardedi, Lalu Zazuli Azhar Meiza Ariya Budiarte Mimi Fadila Mohammad Najib Roodhi Muhammad Rahmatul Burhan Muhammad Rosikhu Muslim, Irwan Nesi Aprilioni Ni Kadek Ira Kusumawardani Phyta Rahima Raden Bagus Faisal Bagus Faisal Irany Sidharta Raden Bagus Faisal Irani Raden Bagus Faisal Irany Sidharta Raden Bagus Faizal Irany Sidharta Raden Bagus Faizal Irany Sidharta Raden Sidhart Raden Sidharta Rafly Rivandy Rahmiati, Baiq Fitria Rangga Mulya Jati Regina Pricilia Yunika Rendi Aryanto Rini Anggraini Rini Anggriani Rini Anggriani Riyan Maulana Sahlan Sahlan Sri Maryanti Sunardy Kasim Susilo Talidobel Tomi Tri Sujaka Tri Puji Priyatno Widia Febriana Widia Febriana, Widia Widya Aurani Yadi Suryadi Yohana A Dahliani yulina eliza Yusuf, Maulana Syekh