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All Journal Jurnal Studi Manajemen Organisasi Equator Journal of Management and Entrepreneurship Diponegoro Journal of Management Eduvest - Journal of Universal Studies Research Horizon Economic and Business Horizon
Eisha Lataruva
Jurusan Manajemen Fakultas Ekonomika dan Bisnis Universitas Diponegoro
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ANALISIS PENGARUH KUALITAS PRODUK, KESESUAIAN HARGA DAN INTENSITAS PROMOSI TERHADAP KEPUTUSAN PEMBELIAN KONSUMEN PADA MEREK ROKOK DJARUM SUPER (Studi kasus pada konsumen rokok Djarum Super di kota Semarang) Maftuh Baedowi ZA, Mohammad; Lataruva, Eisha
Diponegoro Journal of Management Volume 1, Nomor 4, Tahun 2012
Publisher : Faculty of Economics and Business Diponegoro University

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Abstract

The study analyze factor affecting consumers decision making purchasing. Independent variables are product quality (X1), price suitability (X2), and promotion intensity (X3). Dependent variable is purchase decision making in Djarum Super cigarette consumers in the city of Semarang (Y). Samples were 100 respondents takes by accidental sampling technique.The analytical using SPSS 13.0 the study condicted, reliability test, validity test, classic at asumption test. The results are :Y = 0,294 X1 + 0,360 X2 + 0,190X3. The determination coefficient (adjusted R2) is 0,473 or 47,3 percen this mean the model developed was good. Price suitability shows the biggest regression coefficient in the model. This implies price suitability is the most important factor affecting consumers purchase decision. The second important factor is product quality and then promotion intensity as the third factor affecting purchase decision.
ANALISIS PENGARUH MOTIVASI KERJA TERHADAP KINERJA KARYAWAN DENGAN KEPUASAN KERJA SEBAGAI VARIABEL INTEVENING PADA PT. BANK CENTRAL ASIA Tbk. CABANG KUDUS Afrisalia Nitasari, Rizka; Lataruva, Eisha
Diponegoro Journal of Management Volume 1, Nomor 4, Tahun 2012
Publisher : Faculty of Economics and Business Diponegoro University

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Abstract

PT. Bank Central Asia Tbk. is one of the private banks in Kudus. The research was concentrated at PT. Bank Central Asia Tbk. Kudus Branch, who had visions of the main choice mainstay bank, which acts as an important pillar of the Indonesian economy. This study analyzes the motivation and job satisfaction on employee performance. Success in carrying out duties and functions in PT. Bank Central Asia Tbk. Kudus Branch will depend on the performance of its employees. With the employee's performance is getting better or increase the services they provide better to customers.Top of Form The research was carried out at PT. Bank Central Asia Tbk Kudus Branch. This study uses motivation as an independent variable, job satisfaction as an intervening variable, and employee performance as the dependent variable. The purpose of this study was to examine and analyze the effect of motivation on job satisfaction, test and analyze the effect of motivation on employee performance through job satisfaction as an intervening variable. The samples used were PT. Bank Central Asia Tbk Kudus Branch as many as 119 respondents using purposive sampling method. The analysis used include validity, reliability test, the classical assumption test, model test, linear regression analysis and intervening. Based on the t-test were performed and the results of linear regression analysis can be seen that motivation has positive and significant impact on job satisfaction, job satisfaction and a significant positive effect on employee performance, motivation, and a significant positive effect on employee performance. While based on the results of linear regression analysis to test the mediating (intervening) note that job satisfaction variables capable of being an intervening variable of coeffients standardized calculations for the indirect effect of work motivation on employee performance through greater job satisfaction than the direct effect of motivation on employee performance. Keywords: banking industry, work motivation, job satisfaction and employee performance.
PREFERENSI FAKTOR – FAKTOR MOTIVASI KERJA PNS DI DIREKTORAT ZENI ANGKATAN DARAT, JAKARTA Firman, Galang Nuzul; Lataruva, Eisha
Diponegoro Journal of Management Volume 3, Nomor 4, Tahun 2014
Publisher : Faculty of Economics and Business Diponegoro University

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Abstract

There  are  5  motivation factors  examined in  this  study are  the  factors  of  leadership,compensation (salary  and  benefits),  the relationship  between co-workers, career  development, appreciation  from  organization.  The sample  in  this  study is  the  organization's  Civil Service Direktorat Zeni Angkatan Darat, East Jakarta,  which amounts to 74 employees. The analysis used in this study is the Spearman Rank Correlation Test, Test of Non - Parametik Mann Whitney and Kruskall Wallis test and Duncan test.The results showed that the preferences of motivational factors in the organization DITZIAD civil servants from the first  to the fifth rank is: Leader Factor,  Factor  Compensation (salary  and  benefits),  the  relationship  between co-workersfactor,  Career  Factor,  and  Factor appreciation. There are five factors correlations significant motivation to work among employees with different gender. There are significant differences between male officers and female officers in assessing the factor of appreciation. Male and female employees alike choose factors as the leader of  the main factors that  can  motivate them to work. Based on class  rank,  showed significant differences in the career development factors. Employees with the stratification according to rank≥ IIIC preferred career  development factors as the most motivating factor, while employees with the stratification according to rank IIIA-IIIB, IIC-IID, IIa-IIb prefer as leader of the main factorsthat motivate them to work.
ANALISIS PENGARUH WORK-LIFE BALANCE DAN PENGEMBANGAN KARIER TERHADAP TURNOVER INTENTION KARYAWAN GENERASI Y DENGAN KEPUASAN KERJA SEBAGAI VARIABEL INTERVENING (Studi pada PT Bank Tabungan Negara Syariah Semarang) Sismawati, Wiwik; Lataruva, Eisha
Diponegoro Journal of Management Volume 9, Nomor 2, Tahun 2020
Publisher : Faculty of Economics and Business Diponegoro University

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Abstract

This study aims to analyze the influence of work-life balance and career development on generation Y employee’s turnover intention through job satisfaction as a mediator in PT Bank Tabungan Negara Syariah Semarang. The population used in this study are employees born between 1980 – 2000 or known as Y generation. Data were collected through questionnaires distributed to 55 emloyees. Measurement in the questionnaire used a seven point likert scale. The data analysis technique used in this study is IBM SPSS 23 with path analysis method. The data analysis used in this study include validity test, reliability test, classic assumption test, coefficient of determination test, F test, t test, and sobel test to determine the mediation effect.The results of this study show that the variable of work-life balance and career development have negative and significant effect on turnover intention. Work-life  balance and career development have positive and significant effect on job satisfaction. Meanwhile job satisfaction has negative and significant effect on turnover intention. In addition, this study shows that job satisfaction mediates the relationship between work-life balance and career development on turnover intention.
ANALISIS PENGARUH WORK FAMILY CONFLICT DAN FAMILY WORK CONFLICT TERHADAP EMPLOYEE PERFORMANCE DENGAN EMOTIONAL EXHAUSTION SEBAGAI VARIABEL INTERVENING (Studi pada Karyawan Berstatus Menikah pada PT. PLN (Persero) Unit Induk Distribusi Jawa Tengah dan Daerah Istimewa Yogyakarta) Nur Azliah, Devita Septi; Lataruva, Eisha
Diponegoro Journal of Management Volume 10, Nomor 3, Tahun 2021
Publisher : Faculty of Economics and Business Diponegoro University

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Abstract

ABSTRACT This study aims to analyze and determine the effect of work family conflict and family work conflict on employee performance through emotional exhaustion as an intervening variable at PT. PLN (Persero) on Distribution Main Unit of Central Java and Yogyakarta Special Region. The population in this study is all of employees. The number of samples used in this study were 65 respondents, with characteristc employees who are married. Data was collected through the distribution of questionnaires on samples selected through non-probability sampling techniques with purposive sampling method. Measurements in the questionnaires using a Likert Scale. Five hypotheses on study were tested using quantitative methods and data analyze techniques with path analysis and multiple linear regression analysis method with SPSS 25.0 software. The results of the statistical test analysis indicate that work family conflict variable has a significant positive effect on emotional exhaustion, and has a significant negative effect on employee performance. Family work conflict variable has a significant positive effect on emotional exhaustion and and has a significant negative effect on employee performance. In addition, it is also proven that emotional exhaustion variable can mediate the relation between work family conflict and family work conflict on employee performance.
ANALISIS PENGARUH KONFLIK PEKERJAAN-KELUARGA DAN STRES KERJA TERHADAP KINERJA KARYAWAN DENGAN KOMITMEN AFEKTIF SEBAGAI VARIABEL INTERVENING (Studi pada Karyawan Perempuan PT Sai Apparel Industries) Nur Rahman, Ali Ilmi; Lataruva, Eisha
Diponegoro Journal of Management Volume 12, Nomor 6, Tahun 2023
Publisher : Faculty of Economics and Business Diponegoro University

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Abstract

ABSTRACT This study aims to analyze and determine the effect of work-family conflict and Job Stress on employee performance through affective commitment as an intervening variable at PT. Sai Apparel Industries. This study uses work-family conflict and job stress as independent variables, employee performance as the dependent variable, and affective commitment as the intervening variable. The data used in this study are primary data in the form of distributing questionnaires to 90 employee respondents in all departments at PT Sai Apparel Industries. Data was collected through distributing questionnaires to samples selected through non-probability sampling techniques with the Convenience Sampling method. The measurement in the questionnaire uses a Likert Scale. The five hypotheses in this study were tested using quantitative methods and data analysis techniques using path analysis and to test the effect of intervening variables using specific indirect effect tests. The statistical method used is Partial Least Square (PLS). This research data processing uses SmartPLS software version 3.2.9. From the results show that the Work Family Conflict variable has a negative and significant effect on employee performance and a significant negative effect on affective commitment. Job stress has a negative and significant effect on employee performance, and has a significant negative effect on affective commitment. In addition, from the results of intervening tests on specific indirect effects affective commitment variables can mediate the relationship between work-family conflict and job stress on employee performance.
PENGARUH WORK FAMILY CONFLICT TERHADAPTURNOVERINTENTION DENGAN STRES KERJA DAN KEPUASANKERJASEBAGAI VARIABEL MEDIASI (Studi pada Karyawan Sari MulyaPutra Group Brebes) Fauzi Br Utoyo, Zaki Udin; Lataruva, Eisha
Diponegoro Journal of Management Volume 13, Nomor 1, Tahun 2024
Publisher : Faculty of Economics and Business Diponegoro University

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Abstract

ABSTRACT In the modern era, career opportunities in the professional world are widelyopenfor both men and women. However, many workers experience work-family conflict, whichis an imbalance between work and family roles that makes the demands of eachroleunfulfilled. Work-family conflict can cause individuals to feel pressured and exhaustedbecause they have to divide their time and energy between both roles. If not addressed, work-family conflict can increase the level of work stress and decrease job satisfactionamong employees. Ultimately, this condition can cause employees to have a desire toleavethe company, thus increasing the turnover rate and disrupting the balance of the company. This research aims to determine the ef ect of work family conflict on turnoverintention with job stress and job satisfaction as mediating variables in the Sari MulyaPutra Group Brebes. The population used in this research was all employees of theSari Mulya Putra Group Brebes with a total sample of 51 people taken using a samplingtechnique, namely saturated sampling, that is, using all members of the populationasresearch samples. Measurements in the questionnaire use a Likert scale. Thefivehypotheses in the research were tested using quantitative methods and the data analysismethod used was path analysis. Research data processing was carried out usingSPSSversion 25. The research findings indicate that work-family conflict has a positiveandsignificant ef ect on turnover intention, work family conflict has a positive and significant ef ect on job stress, job stress has a positive and significant ef ect on turnover intention, work-family conflict has a negative and significant ef ect on job satisfaction, andjobsatisfaction does not have a negative ef ect on turnover intention. However, thepathanalysis results show that job stress cannot mediate the relationship between work-familyconflict and turnover intention, and job satisfaction also cannot mediate the relationshipbetween work-family conflict and turnover intention
ANALISIS PENGARUH ABUSIVE SUPERVISION TERHADAP INTENTION TO QUIT DENGAN BURNOUT SEBAGAI VARIABEL MEDIASI (Studi pada karyawan PT Karya Mina Putra Rembang) Purnomo, Igas Aji; Lataruva, Eisha
Diponegoro Journal of Management Volume 12, Nomor 4, Tahun 2023
Publisher : Faculty of Economics and Business Diponegoro University

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Abstract

ABSTRACT This study aims to examine the effect of abusive supervision on intention to quit mediated by burnout on employees of PT Karya Mina Putra in Rembang. Abusive supervision was measured by Tepper indicators (2000). The intention to quit variable uses a measurement scale from Sjöberg and Sverke (2000). Burnout which as a mediating variable was measured by the Maslach Burnout Inventory indicator (1996). The sample used in this study was employees of PT Karya Mina Putra in 2023. The number of samples were 84 employees.Sampling in this study using a accidental sampling technique with a questionnaire in the method of collecting data on respondents. While the analysis used is Partial Least Square (PLS) analysis with the help of SmartPLS version 3 software The results showed that abusive supervision had no effect on intention to quit. Abusive supervision had an effect on burnout. Burnout had an effect on affects the intention to quit. In addition, burnout also partially mediates the relationship between abusive supervision and intention to quit and the burnout is able to become an intervening variable between abusive supervisors and the intention to quit.
PENGARUH TUNTUTAN PEKERJAAN, KEPUASAN KERJA, DAN PERCEIVED ORGANIZATIONAL SUPPORT TERHADAP KETERLIBATAN KERJA (Studi pada Karyawan SPBU Simongan dan SPBU Indraprasta Semarang) Rahmadianti, Raissa Faristia; Lataruva, Eisha
Diponegoro Journal of Management Volume 12, Nomor 4, Tahun 2023
Publisher : Faculty of Economics and Business Diponegoro University

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Abstract

ABSTRACT Human resources with good capabilities are not enough to face business competition in this modern era. Companies need employees who engage to them so that they will give maximum effort every time they do works. Every company has its own job demands that must be carried out by its employees. Job demand then affect the condition and welfare of employees. Furthermore, every company have to pay more attention to employee’s job satisfaction and perceived organizational support because they are related to work engagement. The purpose of this study is to find out the effect of job demand, job satisfaction, and perceived organizational support towards work engagement among the employees of SPBU Simongan and SPBU Indraprasta Semarang. Population in this study were employees of SPBU Simongan and SPBU Indraprasta Semarang. This research was conducted by distributing questionnaires to 60 samples of employees using a saturated sampling method. The distribution of questionnaires in this study was distributed personally administered questionnaires. The data analysis method is using Multiple Linear Regression using SPSS 27.0 The results of the study on employee of SPBU Simongan and SPBU Indraprasta show that job demand has a negative and significant effect on work engagement. Meanwhile, job satisfaction has a positive and significant effect on work engagement. Last, perceived organizational support also has a positive and significant effect on work engagement.
Enhancing Corporate Environmental Performance Through Green Human Resource Management Rizqulloh, Ahmad Dafa Bahits; Mutmainah, Rouf Esa; Lataruva, Eisha
Research Horizon Vol. 4 No. 4 (2024): Research Horizon - August 2024 (Thematic Issue)
Publisher : LifeSciFi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54518/rh.4.4.2024.308

Abstract

Green human resource management is becoming a major focus in organizations that play a role in environmental performance. With increasing awareness of the positive impact of business activities on the environment, companies are faced with the challenge of adopting Green Human Resource Management (GHRM) practices. The concept of Green Human Resource Management (GHRM) involves the integration of environmental considerations into Human Resource (HR) policies, with the aim of encouraging sustainable resource utilization and increasing ecological awareness within the organization. It aims to engage employees in practices that support the environment, raise awareness of environmental issues, and strengthen a culture of sustainability. The research method used in this study is a literature review on Green Human Resource Management, which includes various types of literature on the topic. This study aims to evaluate the impact of green human resource management on improving corporate environmental performance. The results show that the green training, and Involvement consistently have a positive impact on Corporate Environmental Performance (CEP).
Co-Authors Arminta, Ega Aziz, Muhammad Fikri Nur Bagaskhara, Reyzza Anferditya Djaya, Yonatan Asadi Fauzi Br Utoyo, Zaki Udin Galang Nuzul Firman, Galang Nuzul Josua, Randy Victor Kuncoro, Wicaksono Andy Mahmud, Renaldi Mohammad Maftuh Baedowi ZA Mutmainah, Rouf Esa Nur Azliah, Devita Septi Nur Rahman, Ali Ilmi Nurmasari, Salwa Salsabila Palalangan, Reza Pala’langan, Reza Prakosa, Hilman Purnomo, Igas Aji Putri, Narda Nadia Rahmadianti, Raissa Faristia Retno Hidayati Rizka Afrisalia Nitasari Rizqulloh, Ahmad Dafa Bahits Saragi, Naomi Jesika Sismawati, Wiwik Utami, Dian Sri