Articles
<![CDATA[Pengaruh Moral Kognitif Pada Kinerja Keperilakuan Dan Kinerja Hasil Tenaga Penjualan ]]>
<![CDATA[Ribhan Ribhan]]>;
<![CDATA[Nasrullah Yusuf]]>
<![CDATA[ Jurnal Manajemen Teori dan Terapan | Journal of Theory and Applied Management Vol. 6 No. 1 (2013) ]]>
Publisher : <![CDATA[Universitas Airlangga ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
Full PDF (278.591 KB)
|
DOI: 10.20473/jmtt.v6i1.2660
<![CDATA[Ethical decision making has become a critical issue as the pressure to improve the behavior of successful salespeople in all the current economic conditions. The values contained in the employees will affect the decision making of individuals or employees that will have an impact on organizational performance. Moral or cognitive moral is at the core of the most ethical decision-making models in the marketing and management. This study examined the effect of cognitive moral behavioral performance and outcome performance of the sales force and influence behavioral performance in sales force outcome performance. By using simple linear regression method obtained results that the hypothesis that cognitive moral effect on behavioral performance of salespeople, singnifikan effect (b = -0.296; sig 0.000) supported. Hypothesis 2 is not supported, which suggests that moral considerations affect the outcome performance in this study were not significant (b = -0.122; sig .148). The next hypothesis states that behavioral performance positive influence on the outcome performance of the support (b = 0.217; sig 0.009). To obtain the results of an individual's performance is good and responsible, it must enhance or improve the behavior of decision-making is based on cognitive moral salespeople. Performance results of the sales force increased when the behavior of salespeople work better and responsible.]]>
<![CDATA[Pengaruh Leader Member Exchange Dan Employee Voice Behavior Terhadap Kepuasan Kerja Pada PT Indonesia Power Pltgu Cilegon OMU ]]>
<![CDATA[Muhamad Ghiki Ega Zulianto]]>;
<![CDATA[Ribhan Ribhan]]>
<![CDATA[ Innovative: Journal Of Social Science Research Vol. 3 No. 2 (2023): Innovative: Journal Of Social Science Research (Special Issue) ]]>
Publisher : <![CDATA[Universitas Pahlawan Tuanku Tambusai ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.31004/innovative.v3i2.1392
<![CDATA[PLTGU Cilegon merupakan pembangkit listrik tenaga gas dan uap yang terhubung dalam sistem jaringan 150 kilo volt dan masuk dalam bagian dari sistem ketenagalistrikan Jawa Bali dengan kapasitas terpasang 740 megawat dan berbahan bakar gas alam. PT Indonesia Power PLTGU menganggap karyawan sebagai aset perusahaan, oleh sebab itu kepuasan kerja merupakan bagian yang patut untuk diperhatikan organisasi untuk mencapai tujuan organisasi. Sebaliknya, ketidakpuasan dapat menimbulkan hal-hal yang tidak diinginkan dan dapat merugikan perusahaan yang bersangkutan. Karyawan yang tidak diberikan kebebasan berkomunikasi secara informal atau dengan kata lain karyawan dibatasi berkomunikasi mengenai ide, saran, dan hubungan yang baik dengan atasan akan menimbulkan ketidakpuasan. Upaya untuk meningkatkan kepuasan kerja di PT Indonesia Power PLTGU Cilegon OMU adalah karyawan memiliki leader member exchange dan employee voice behavior Tujuan penelitian ini ialah untuk dapat mengetahui pengaruh leader member exchange dan employee voice behavior terhadap kepuasan kerja di PT Indonesia Power Cilegon OMU. Metode penelitian yang digunakan adalah kuantitatif yaitu suatu proses menemukan pengetahuan yang menggunakan data berupa angka sebagai alat menganalisis keterangan mengenai apa yang ingin diketahui. Pada penelitian ini menggunakan kuesioner dengan skala likert. Populasi penelitian sebanyak 142 orang dan sampel diambil sebanyak 110 orang. Hasil penelitian ini menunjukkan bahwa leader member exchange (X1) dan employee voice behavior (X2) berpengaruh terhadap kepuasan kerja (Y).]]>
<![CDATA[Pengaruh Gaya Kepemimpinan, Motivasi, dan Pengembangan SDM terhadap Kinerja Karyawan ]]>
<![CDATA[Fedri Zuwely]]>;
<![CDATA[Ribhan Ribhan]]>;
<![CDATA[Nova Mardiana]]>
<![CDATA[ Jurnal Ilmiah ESAI Vol 14 No 1 (2020) ]]>
Publisher : <![CDATA[Politeknik Negeri Lampung ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.25181/esai.v14i1.2383
<![CDATA[The purpose of this study was to determine the effect of leadership style, motivation, and human resource development on employee performance implemented by PT KAI (Persero) Bandung 2 daop operating unit in influencing the performance of its employees. This study was analyzed using multiple linear regression analysis. The data used in this study used questionnaire data obtained from 236 respondents' answers to employees of PT KAI (Persero) Bandung 2 daop operation unit. The conclusion is that this study supports the proposed hypothesis, namely: Leadership style has a positive effect on employee performance, motivation has a positive effect on employee performance, and HR development has a positive effect on employee performance. Suggestions given from this research are PT KAI (Persero) Bandung Daop 2 operating unit so that in creating good employee performance every leader must have the care, trust, and motivation of employees actively working, entering on time and working seriously. The leader motivates the morning briefing / apple before work so that it is directed and controlled to do the task of carrying out the train journey. In improving human resource development, it is necessary to supervise the quality of work by increasing the training of employees who have not done special training, motivating employees to improve the formalities of higher education so that they can develop and have performance standards both in the company and the government.]]>
<![CDATA[Pengaruh Kualitas Kehidupan Kerja Terhadap Komitmen Organisasional Dengan Kesejahteraan Karyawan Sebagai Variabel Mediasi (Studi pada Karyawan Peternakan Ayam Petelur di Kecamatan Purbolinggo, Kabupaten Lampung Timur) ]]>
<![CDATA[Delia Indriani]]>;
<![CDATA[Ribhan Ribhan]]>;
<![CDATA[Mirwan Karim]]>
<![CDATA[ Journal on Education Vol 6 No 4 (2024): Journal on Education: Volume 6 Nomor 4 Mei-Agustus 2024 ]]>
Publisher : <![CDATA[Departement of Mathematics Education ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.31004/joe.v6i4.5910
<![CDATA[The phenomenon of employees resigning from their company or the low level of organizational commitment in employees is thought to be caused by poor quality of work life, besides the role of employee welfare to mediate between the influence of quality of work life on organizational commitment. The purpose of this study is to determine whether there is a direct effect of quality of work life on organizational commitment and whether the indirect effect of employee welfare can mediate the effect of quality of work life on organizational commitment. This research uses a type of quantitative research. This study uses primary data obtained by distributing questionnaires directly through questionnaires at CV Sekuntum Herbals and PT Sanjaya Satwa Utama, the data obtained is then processed using the AMOS SEM analysis tool. The population in this study were employees of CV Sekuntum Herbals and PT Sanjaya Satwa Utama who had worked for at least one year and obtained the results of respondent data that met the criteria of 128 people. So that a sample of 120 respondents was obtained because there were 3 questionnaires that were not returned and 5 questionnaires that were not filled in completely. The results of this study are that the quality of work life has a significant positive effect on organizational commitment, then employee welfare mediates positively and significantly between the influence of work life quality on organizational commitment.]]>
<![CDATA[Teacher Performance in the Era of Digital Transformation: The Influence of Digital Competence and Organizational Support Moderated by Work Motivation ]]>
<![CDATA[Yovita Riska Ramadhina]]>;
<![CDATA[Ribhan Ribhan]]>;
<![CDATA[Nova Mardiana]]>
<![CDATA[ Smart Society Vol. 5 No. 1 (2025): Smart Society ]]>
Publisher : <![CDATA[FOUNDAE (Foundation of Advanced Education) ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.58524/smartsociety.v5i1.732
<![CDATA[The rapid advancement of digital technology has significantly transformed the education sector, presenting both opportunities and challenges for improving teacher performance. This study investigates the influence of digital competence and organizational support on teacher performance, with work motivation serving as a moderating variable. A quantitative approach was employed using Moderated Regression Analysis (MRA) with SPSS software. The research sample consisted of 205 teachers from private senior high schools in Bandar Lampung, Indonesia. The results indicate that digital competence and organizational support both have a positive and significant impact on teacher performance. Moreover, work motivation significantly moderates the relationships between these independent variables and teacher performance, strengthening their effects. These findings highlight the importance of empowering teachers through continuous digital training and organizational initiatives. It is recommended that schools establish teacher learning communities, provide performance-based incentives, offer psychological support, and foster collaborative environments to enhance overall educational quality in the digital era.]]>
<![CDATA[The Influence Of Work-Life Balance On Employee Performance Through Job Satisfaction As A Mediating Variable ]]>
<![CDATA[Febriyana Ria Safitri Nasution]]>;
<![CDATA[Rr. Erlina]]>;
<![CDATA[Ribhan Ribhan]]>
<![CDATA[ Science and Education Journal (SICEDU) Vol 5 No 2 (2026): Science and Education Journal 2026 ]]>
Publisher : <![CDATA[LPPM Universitas Pahlawan Tuanku Tambusai ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.31004/sicedu.v5i2.700
<![CDATA[Penelitian ini bertujuan untuk menganalisis pengaruh keseimbangan kehidupan kerja terhadap kinerja karyawan serta menguji peran kepuasan kerja sebagai variabel mediasi pada PT PLN (Persero) Unit Induk Distribusi Lampung. Keseimbangan kehidupan kerja merupakan salah satu faktor penting dalam pengelolaan sumber daya manusia karena dapat memengaruhi kepuasan kerja dan kinerja karyawan dalam melaksanakan tugas dan tanggung jawabnya. Penelitian ini menggunakan pendekatan kuantitatif dengan metode survei terhadap 227 karyawan. Pengambilan sampel dilakukan menggunakan teknik yang sesuai dengan karakteristik populasi penelitian. Analisis data dilakukan menggunakan Structural Equation Modeling (SEM) berbasis kovarians dengan bantuan program AMOS. Hasil penelitian membuktikan bahwa keseimbangan kehidupan kerja berpengaruh positif dan signifikan terhadap kinerja karyawan. Selain itu, kepuasan kerja terbukti memediasi secara signifikan pengaruh keseimbangan kehidupan kerja terhadap kinerja karyawan. Temuan ini menunjukkan bahwa semakin baik keseimbangan kehidupan kerja yang dirasakan karyawan, maka semakin tinggi kepuasan kerja yang pada akhirnya meningkatkan kinerja karyawan. Penelitian ini diharapkan dapat menjadi acuan bagi perusahaan dalam merumuskan kebijakan yang mendukung keseimbangan kehidupan kerja dan peningkatan kepuasan kerja guna mengoptimalkan kinerja karyawan.]]>
<![CDATA[PENGARUH BEBAN KERJA DAN DUKUNGAN REKAN KERJA TERHADAP PRESENTEEISM PADA KARYAWAN GENERASI Z SEKTOR JASA DI BANDAR LAMPUNG ]]>
<![CDATA[Embun Daudini]]>;
<![CDATA[Ribhan Ribhan]]>
<![CDATA[ Nusantara Hasana Journal Vol. 6 No. 1 (2026): Nusantara Hasana Journal, June 2026 ]]>
Publisher : <![CDATA[Yayasan Nusantara Hasana Berdikari ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.59003/nhj.v6i1.2228
<![CDATA[Changes in the current workforce composition encourage organizations to pay greater attention to employee well-being, particularly Generation Z, who are beginning to enter and dominate the labor market. This study aims to examine the effect of workload and coworker support on presenteeism among Generation Z employees in the service sector in Bandar Lampung. This study uses a quantitative approach. Data were obtained by distributing questionnaires to 111 respondents who were Generation Z employees working in the service sector in Bandar Lampung. The sampling technique used in this study was purposive sampling. The independent variables in this study are workload and coworker support, while the dependent variable is presenteeism. The data were analyzed using multiple linear regression with the assistance of SPSS. The results show that workload has a negative and significant effect on presenteeism, while coworker support has a positive and significant effect on presenteeism. These findings indicate that variations in presenteeism can be explained by workload and coworker support, while the remaining variation can be explained by other factors outside this study. This study shows that workload and coworker support are factors that play a role in explaining presenteeism among Generation Z employees in the service sector in Bandar Lampung.]]>
<![CDATA[The Effect of Transformational Leadership on Employee Performance: The Mediating Role of Job Satisfaction ]]>
<![CDATA[Dhika Pratama]]>;
<![CDATA[Ribhan Ribhan]]>;
<![CDATA[Nova Mardiana]]>
<![CDATA[ Science and Education Journal (SICEDU) Vol 5 No 2 (2026): Science and Education Journal 2026 ]]>
Publisher : <![CDATA[LPPM Universitas Pahlawan Tuanku Tambusai ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.31004/sicedu.v5i2.1076
<![CDATA[This study aims to analyze the effect of transformational leadership on employee performance, with job satisfaction as a mediating variable, among investigators at the Directorate of Enforcement and Investigation, Directorate General of Customs and Excise. Using a descriptive quantitative approach, data were analyzed using LISREL-based Structural Equation Modeling (SEM). The hypothesis testing indicates that transformational leadership has a direct, positive, and significant effect on employee performance (coefficient = 0.56; t-value = 3.41 ≥ 1.96). Furthermore, job satisfaction is proven to significantly act as a mediating variable in bridging the relationship between transformational leadership and investigator performance. This study shows that, the effective implementation of a transformational leadership style not only directly boosts employee work performance but also operates indirectly by strengthening their job satisfaction.]]>
<![CDATA[The Effect of Leadership on Digital Competence: The Moderating Role of Organizational Culture ]]>
<![CDATA[Bagas Windu Panji Nata]]>;
<![CDATA[Ribhan Ribhan]]>;
<![CDATA[Keumala Keumala]]>
<![CDATA[ Science and Education Journal (SICEDU) Vol 5 No 2 (2026): Science and Education Journal 2026 ]]>
Publisher : <![CDATA[LPPM Universitas Pahlawan Tuanku Tambusai ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.31004/sicedu.v4i2.1238
<![CDATA[The rapid advancement of digital technology has increased the demand for employees with strongdigital competence, particularly in the banking industry. Leadership is often regarded as a keydriver of digital capability development; however, empirical evidence regarding its effectivenessremains inconsistent, especially when organizational culture is considered. This study examinesthe effect of leadership on employees' digital competence and investigates the mediating role oforganizational culture. A quantitative research design with a causal approach was employed usingsurvey data collected from 203 banking employees in Jakarta and Lampung, Indonesia. Data wereanalyzed using Structural Equation Modeling (SEM). The findings reveal that leadership does nothave a significant direct effect on employees' digital competence. Nevertheless, leadership exerts asignificant indirect effect through organizational culture, indicating that an adaptive organizationalculture strengthens the influence of leadership on digital capability development. These resultssuggest that organizational culture functions as a crucial mechanism linking leadership withemployees' digital competence. Consequently, banking organizations should not rely solely onleadership development but should also cultivate a collaborative, innovative, and learning-orientedorganizational culture to accelerate digital transformation and improve workforce readiness. Thisstudy contributes to the digital leadership literature by demonstrating the strategic role oforganizational culture in enhancing digital competence within the Indonesian banking sector.]]>
