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<![CDATA[HUBUNGAN INSENTIF DAN KESELAMATAN DAN KESEHATAN KERJA (K3)DENGAN KINERJAKARYAWAN PADA PT. PETRO ANTARNUSA KOTA BENGKULU ]]>
<![CDATA[Nia Indriasari]]>;
<![CDATA[Tri Hadi Purnomo]]>
<![CDATA[ EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis Vol 7 No 2 (2019) ]]>
Publisher : <![CDATA[UNIVED Press ]]>
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DOI: 10.37676/ekombis.v7i2.827
<![CDATA[This study aims to determine the relationship of incentives and Occupational Safety and Health (K3) with employee performance at PT. Petro Antar Nusa Bengkulu City. The sample in this research are 32 driver and conductor at PT. Petro Antar Nusa City Bengkulu. Data collection method using questioner and analysis method used is spearman rank correlation and hypothesis test with t test. Incentives have a very strong relationship with employee performance at PT. Petro Antar Nusa Bengkulu City with correlation value of 0.778. This illustrates that the incentives provided by PT. Petro Antar Nusa Bengkulu City can support in improving the performance, because with the incentives will lead to high morale and employees strive to always excel. This is reinforced by hypothesis test result that is tcount bigger than ttable (6,780> 1,697). Thus the result of hypothesis test is H01 rejected and Ha1 accepted. This means that incentives have a significant relationship with employee performance at PT. Petro Antar Nusa Bengkulu City. Occupational safety and health has a strong relationship with employee performance at PT. Petro Antar Nusa City Bengkulu with correlation value of 0.644. This illustrates that with the company's attention to the health and safety of employees of PT. Petro Antar Nusa Bengkulu City will improve the performance of the employees. This is reinforced by the result of hypothesis testing that is tcount is bigger than ttable (4,611> 1,697). Thus the result of hypothesis test is H02 rejected and Ha2 accepted. This means that Safety and Health (K3) has a significant relationship with the performance of employees at PT. Petro Antar Nusa Bengkulu City.]]>
<![CDATA[ANALISIS BAURAN PEMASARAN PADA PT. GLOBAL IMOO TELEKOMUNIKASI BENGKULU ]]>
<![CDATA[Suwarni Suwarni]]>;
<![CDATA[Lusi Aprika]]>;
<![CDATA[Nia Indriasari]]>
<![CDATA[ EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis Vol 8 No 1 (2020) ]]>
Publisher : <![CDATA[UNIVED Press ]]>
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DOI: 10.37676/ekombis.v8i1.935
<![CDATA[Suwarni, Lusi Aprika, Nia Indriasari; The purpose of this study was to figure out the mixed analysis of the marketing of Imoo watch phone at PT. Global Imoo Telekomunikasi Bengkulu. The sample in this study was 49 consumers who made the smart phone watches purchases at PT. Global Imoo Telekomunikasi Bengkulu. Sampling is done by accidental sampling technique. Data collection method was done using questionnaires and analytical methods which employed rating scale analysis. The results of this study indicate that the average value of respondents' responses to the marketing at PT. Global Imoo Telekomunikasi Bengkulu is 1,003 with the agreed assessment criteria. This means that the respondent has an agreed assessment of the marketing at PT. Global Imoo Telekomunikasi Bengkulu that is influenced by product, price, promotion and distribution factors. The highest factor influences the marketing mix at PT. Bengkulu Global Imoo Telekomunikasi is a product factor with a score of 1,067. This illustrates that the quality of Imoo smart phone watches products sold by PT. Global Imoo Telekomunikasi Bengkulu has good quality, besides it can be used to communicate. Furthermore, Imoo smart phone watches can also be used to monitor the whereabouts of children. The lowest factor is the price factor with a total score of 964 with agreed assessment criteria. This illustrates that the price factor has a low influence on the marketing at PT. Global Imoo Telekomunikasi Bengkulu because the price offered by Imoo smart phone watches is relatively high, compared to many smart phone watches from other brands that are sold at much cheaper prices Keywords; Product, Price, Distribution, Promotion]]>
<![CDATA[HUBUNGAN EKUITAS MEREK (BRAND EQUITY) DENGAN LOYALITAS PELANGGAN PADA PT. ENSEVAL PUTERA MEGATRADING TBK CABANG BENGKULU ]]>
<![CDATA[Sadad Radansyah]]>;
<![CDATA[Nia Indriasari]]>;
<![CDATA[Wagini Wagini]]>
<![CDATA[ EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis Vol 9 No 1 (2021) ]]>
Publisher : <![CDATA[UNIVED Press ]]>
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DOI: 10.37676/ekombis.v9i1.1223
<![CDATA[Sadad Radansyah, Nia Indriasari, The purpose of this study was to determine the correlation between brand equity with customer loyalty at Enseval Putera Megatrading Tbk Company BengkuluBranch. The analytical method used is Spearman’s rank correlation and hypothesis testing. Based on the Spearman correlation analysis of the correlation between brand equity with customer loyalty at Enseval Putera Megatrading Tbk Company Bengkulu Branchobtained the value of rho ( )the correlation between brand equity with customer loyalty at Enseval Putera Megatrading Tbk Company Bengkulu Branchis 0.841 at the interval of the correlation interpretation of 0.800-1,000, with very strong criteria, meaning the correlation between brand equity with customer loyalty at Enseval Putera Megatrading Tbk Company Bengkulu Branchis very strong. To test the hypothesis between brand equity and customer loyalty at Enseval Putera Megatrading Tbk Company Bengkulu Branchis obtained a calculated rho value greater than rho table (0.841> 0.364) so that Ho is rejected and Ha is accepted, meaning that there is a significant correlation between brand equity and customer loyalty at Enseval Putera Megatrading Tbk Company Bengkulu Branch. Key Words: Liquidity,]]>
<![CDATA[HUBUNGAN D ISIPLIN KERJA DAN KEPUASAN KERJA DENGAN KINERJA PEGAWAI PADA DINAS PENDIDIKAN DAN KEBUDAYAAN PROVINSI BENGKULU ]]>
<![CDATA[Heru Orbandi]]>;
<![CDATA[Nia Indriasari]]>;
<![CDATA[Ida Ida Anggriani]]>
<![CDATA[ Jurnal Ilmiah Akuntansi, Manajemen dan Ekonomi Islam (JAM-EKIS) Vol. 4 No. 2 (2021): Jurnal Ilmiah Akuntansi, Manajemen dan Ekonomi Islam (JAM-EKIS) ]]>
Publisher : <![CDATA[Universitas Muhammadiyah Bengkulu ]]>
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DOI: 10.36085/jam-ekis.v4i2.3115
<![CDATA[ABSTRACTTarget of in this research is to know relation discipline of work with performance employee at Department of Education and Culture Bengkulu Province and to know satisfaction of work with performance employee at Department of Education and Culture Bengkulu Province. Method Analysis the used is correlation of spearman hypothesis test and rank with test t. Analyse correlation of rank spearman to relation discipline of work with performance employee at Department of Education and Culture Bengkulu Province obtained by value 0,897 criterion very strong because result of its correlation lay in coefficient interval between 0,800 - 1,000. From result of relation hypothesis test between discipline of work with performance employee at Department of Education and Culture Bengkulu Province is 17,355 so that can be concluded that discipline of work have relation of significant with performance employee at Department of Education and Culture Bengkulu Province because value of t count bigger than t of is tables of (1,666). Correlation analysis of rank spearman to satisfaction of work with performance employee at Department of Education and Culture Bengkulu Province obtained by value 0,876 criterion very strong because result of its correlation lay in coefficient interval between 0,800 – 1,000. From result of relation hypothesis test between satisfaction of work with performance employee at Department of Education and Culture Bengkulu Province is 15,505 so that can be concluded that satisfaction of work (X2) have relation of significant with performance employee at Department of Education and Culture Bengkulu Province because value of t count bigger than t of t tables of (1,666).Keyword: Discipline of Work, satisfaction of Work, Performance]]>
<![CDATA[Personal Selling And Service Relationship With Customer Loyalty In Ud. Successindo Bengkulu ]]>
<![CDATA[Galuh Hardiyanti]]>;
<![CDATA[Ida Anggriani]]>;
<![CDATA[Nia Indriasari]]>
<![CDATA[ BIMA Journal (Business, Management, & Accounting Journal) Vol 2, No 2 (2021) ]]>
Publisher : <![CDATA[Perkumpulan Dosen Muda (PDM) Bengkulu ]]>
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DOI: 10.37638/bima.2.2.110-122
<![CDATA[The research aim to know the relationship of personal selling with customer loyalty at UD. Suksesindo Bengkulu and to know the relationship of service with customer loyalty at UD. Suksesindo Bengkulu. Method Analysis the used is correlation spearman rank and hypothesis test. From result of calculation of correlation of rank spearman between personal selling with customer loyalty at UD Suksesindo Bengkulu known by value of rho count equal to 0,567 its meaning the relationship of personal selling with customer loyalty at UD Suksesindo Bengkulu is enought, because correlation value reside in coefficient interval 0,400 - 0,599. From result of calculation of correlation of rank spearman between service with customer loyalty at UD Suksesindo Bengkulu known by value of rho count equal to 0,611 its meaning of the relationship service with customer loyalty at UD Suksesindo Bengkulu is strength, because correlation value reside in coefficient interval 0,600 - 0,799. Based on the hypothesis test, it is known that personal selling and service have a significant relationship with customer loyalty at UD. Suksesindo Bengkulu.]]>
<![CDATA[Measuring the Level of Community Satisfaction with Government Services in Pino Raya District, South Bengkulu Regency ]]>
<![CDATA[Nela Puspita Sari]]>;
<![CDATA[Karona Cahya Susena]]>;
<![CDATA[Nia Indriasari]]>
<![CDATA[ Jurnal Ekonomi, Manajemen, Akuntansi dan Keuangan Vol. 1 No. 4 (2020): OKTOBER ]]>
Publisher : <![CDATA[Penerbit ADM ]]>
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<![CDATA[This study aims to determine the level of community satisfaction index with government services in Pino Raya Sub-District, South Bengkulu Regency. The research method used is descriptive quantitative approach in which the sample was 100 respondents with the data collection technique using a questionnaire. This research instrument as stated in the Regualation of the Minister of Administrative Reform and Bureaucratic Reform Number 14 of 2017 concerning Guidelines for Preparing a Community Statisfaction Survey in Pino Raya SubDistrict, South Bengkulu Regency has been running well. This can be seen from the 9 appropriate indicator (Permenpan-RB) Number 14 of 2017 it can be concluded that the Very Good indicator is in Costs/Rates, Good Indicators are in Implementing Behavior, Facilities and Infrastructure , while Poor Indicators are in Requirements Indicators, Mechanisme Systems and Procedures, Time of Completion, Product Specifications, Competence of Implementers and Complaint Handling for suggestions and input. The conclusion is that the average value of the Pino Raya Sub-District Government of South Bengkulu Regency is Good.]]>
<![CDATA[Factors Affecting Job Satisfaction of Village Officials in West Seluma Sub-District of Seluma Regency ]]>
<![CDATA[Dwi Kurniawan]]>;
<![CDATA[Nia Indriasari]]>;
<![CDATA[Yanto Effendi]]>
<![CDATA[ Jurnal Ekonomi, Manajemen, Akuntansi dan Keuangan Vol. 2 No. 3 (2021): JULI ]]>
Publisher : <![CDATA[Penerbit ADM ]]>
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DOI: 10.53697/emak.v2i3.105
<![CDATA[The aim of this study is to determine factors such as compensation, job promotion and work environment affecting job satisfaction of village officials in West Seluma Sub-district, Seluma Regency.The sample in this study were 47 village officials in West Seluma Sub-district, Seluma Regency. The sampling technique used in the study was a census because all populations were sampled. Data collection using a questionnaire and the method of analysis used is multiple linear regression, test of determination and hypothesis testing.The results show that a positive regression with the regression equation Y = 0.682 + 0.551X1 + 0.185 X2 + 0.293X3. The coefficient of determination using the R square model. From the results of calculations using SPSS, it can be seen that the coefficient of determination of R square is 0.791. This means that X1 (compensation), X2 (promotion), X3 (work environment) have a contribution to job satisfaction (Y) by 79.1% while the remaining 20.9% is influenced by other variables not examined in thisstudy. Compensation has a significant influence on job satisfaction of village officials in WestBarat Sub-district, Seluma Regency. This illustrates that as compensation increases, the job satisfaction of village officials will also increase. Job promotion has a significant influence on job satisfaction in the village officials of West Seluma Sub-district, Seluma Regency. This means that the increasing positionspromotion, job satisfaction will also increase. The work environment has a significant influence on job satisfaction in the village officials of West Seluma Sub-district, Seluma Regency. This illustrates that the more comfortable work environment is, the job satisfaction of village officials will increase.]]>
<![CDATA[The Effect of Location and Quality of Services on the Decision of Saving Customers at BNI KCP Bintuhan, Kaur Regency ]]>
<![CDATA[Olan Rizki]]>;
<![CDATA[Nia Indriasari]]>;
<![CDATA[Iswidana Utama Putra]]>
<![CDATA[ Jurnal Ekonomi, Manajemen, Akuntansi dan Keuangan Vol. 2 No. 4 (2021): OKTOBER ]]>
Publisher : <![CDATA[Penerbit ADM ]]>
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DOI: 10.53697/emak.v2i4.178
<![CDATA[The purpose of this study is to determine the influence of emotional intelligence and work achievement on the performance of State Civil Apparatus at the Regional Secretariat of Kaur Regency. The sample in this study was 79 State Civil Apparatus (ASN) at the Regional Secretariat of Kaur Regency. The data was collected using a questionnaire and the analytical methods used were multiple linear regression, determination test and hypothesis testing. The results of the regression analysis showed Y = 8,641 +0,312X1 +0,492 X2, this describes a positive regression direction, meaning that there is a positive influence between X1 (emotional intelligence) and X2 (work achievement) on performance (Y). It means that if the variables of emotional intelligence and work achievement increase, it will increase performance. The value of the coefficient of determination is 0.501. This means that X1 (emotional intelligence) and X2 (work achievement) affect performance (Y) by 50.1% while the remaining 49.9% is influenced by other variables not examined in this study. The significance of 0.05 explains that partially emotional intelligence and work achievement variables have a significant influence on the variable performance of State Civil Apparatus at Regional Secretariat of Kaur Regency. The results of F test at a significance level of 0.05 explained that the variables of emotional intelligence and work achievement had a significant influence on performance of State Civil Apparatus at the Regional Secretariat of Kaur Regency.]]>
<![CDATA[The Influence of Organizational Culture and Locus of Control on Employees Performance at Agriculture Department of South Bengkulu ]]>
<![CDATA[Deka Amlia]]>;
<![CDATA[Neri Susanti]]>;
<![CDATA[Nia Indria Sari]]>
<![CDATA[ Jurnal Ekonomi, Manajemen, Akuntansi dan Keuangan Vol. 2 No. 4 (2021): OKTOBER ]]>
Publisher : <![CDATA[Penerbit ADM ]]>
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DOI: 10.53697/emak.v2i4.186
<![CDATA[The purpose of this study is to determine the influence of organizational culture and locus of control on employee performance at Agriculture Department of South Bengkulu. The sample in this study was 58 employees with State Civil Apparatus (ASN) at Agriculture Department of South Bengkulu. The data was collected using a questionnaire and the analytical method used was multiple linear regression, determination test and hypothesis testing. The results showed that the positive influence between organizational culture and Locus of Control on employee performance at t Agriculture Department of South Bengkulu because the regression direction had a positive direction, namely Y = 9.810 + 0.356X1 + 0.410X2. This illustrates that with the organizational culture of employees at work, their performance will increase. Locus of control has a significant influence on employee performance at Agriculture Department of South Bengkulu, because the significant value of 0.000 is smaller than 0.05. This means that the greater locus of control for the employees at Agriculture Department of South Bengkulu, the performance will also increase. This illustrates that the self-control of the employees will increase the performance of the employees. Organizational culture and locus of control have a significant influence on the performance of employees at Agriculture Department of South Bengkulu, thus the initial hypothesis proposed is proven (Ha is accepted). That is, there is a significant influence between organizational culture and locus of control on performance together. The coefficient of determination of R square is 0.472. This means that organizational culture and locus of control affect performance by 47.2% while the rest is influenced by other causal factors not examined in this study.]]>
<![CDATA[Effect of Recruitment and Placement on Employee Performance at PT. Wahyu Septyan Bengkulu ]]>
<![CDATA[Ripi Pitriyanti]]>;
<![CDATA[Oni Yulianti]]>;
<![CDATA[Nia Indriasari]]>
<![CDATA[ Jurnal Fokus Manajemen Vol 1 No 2 (2021): November ]]>
Publisher : <![CDATA[Fakultas Ekonomi Universitas Dehasen Bengkulu ]]>
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DOI: 10.37676/jfm.v1i2.1771
<![CDATA[The purpose of this study was to determine the effect of recruitment and job placement on employee performance at PT. Wahyu Septyan Bengkulu. The sample in this study were 84 outsourced employees at PT. Wahyu Septyan Bengkulu. Collecting data using a questionnaire and the analytical method used is multiple linear regression, determination test and hypothesis testing. The results of the regression indicate that there is a positive influence between recruitment and placement on employee performance at PT. Wahyu Septyan Bengkulu because the direction of the regression has a positive direction, namely Y = 10,471+ 0,316X1 + 0,305X2 + e. Recruitment has a significant effect on employee performance at PT. Wahyu Septyan Bengkulu, because the significant value of 0.000 is smaller than 0.05. This means that the increasing attention to recruitment will increase the performance of employees of PT. Wahyu Septyan Bengkulu. This illustrates that with good recruitment between employees and leaders and between employees and other employees, performance can be improved. Placement has a significant effect on employee performance at PT. Wahyu Septyan Bengkulu because the significant value of 0.002 is smaller than 0.05. This illustrates that the more precise the placement of employees, the performance will also increase. Recruitment and placement have a significant effect together on employee performance at PT. Wahyu Septyan Bengkulu, thus the initial hypothesis proposed is proven (Ha is accepted). That is, there is a significant influence between recruitment and placement on performance together. The coefficient of determination of R square is 0.304. This means that recruitment and placement affect performance by 30.4% while the rest (100-30.4% = 43.3%) is influenced by other causal factors not examined in this study.]]>
