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<![CDATA[PENGARUH ENTREPRENEURIAL SELF EFFICACY DAN MOTIVASI (NEED FOR ACHIEVEMENT) TERHADAP KINERJA UMKM PADA SEKTOR INDUSTRI OLAHAN DI KABUPATEN TABALONG ]]>
<![CDATA[Liza Putri Wiharti]]>;
<![CDATA[Zakhyadi Ariffin]]>;
<![CDATA[Dahniar Dahniar]]>
<![CDATA[ Al-Iqtishadiyah: Ekonomi Syariah dan Hukum Ekonomi Syariah Vol 3, No 2 (2017): Jurnal al-Iqtishadiyah ]]>
Publisher : <![CDATA[Fakultas Studi Islam Universitas Islam Kalimantan Muhammad Arsyad Al Banjary ]]>
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DOI: 10.31602/iqt.v3i2.2397
<![CDATA[This study aims to identify and analyze the influence of entrepreneurial self efficeacy (x1) and motivation (x2) as independent variabels to the performance of UMKM (Y) as the dependent variable on the processed sector in Tabalong RegencyThis research method used questionnaires to the perpetrators of MSMEs in the processed sector in Tabalong Regency as many as 82 people. Samples were taken using a purposive sampling technique. Measurement variable used likert scale technique eith the scale weight 1 to 5. To see the effects of variable X to Variable Y using multiple linear regression analysis technique.The result of this research conludes that thare are positive and significant effects from each independent variable to dependent variable. From the research results, it can be seen that the highest percentage is the Motivation compared to Enterpreneirial Self Efficacy.]]>
<![CDATA[WHICH DIMENSION OF THE HOFSTEDE CULTURAL VALUE AS THE MOST DETERMINING PREDICTOR TO THE DIFFERENCES IN ORGANIZATIONAL BEHAVIOR ]]>
<![CDATA[Zakhyadi Ariffin]]>
<![CDATA[ JWM (JURNAL WAWASAN MANAJEMEN) Vol. 8 No. 2 (2020) ]]>
Publisher : <![CDATA[Universitas Lambung Mangkurat ]]>
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DOI: 10.20527/jwm.v8i2.45
<![CDATA[This study aimed to investigate which dimensions of national cultures of the Hofstede’s Cultural Values was the most predictors of differences in organizational behavior between countries. Hofstede’s cultural values are the framework for national cultural values that most researchers and managers refer to in organizational practice. The framework of Hofstede's national cultural values involves six dimensions include power distance, individualism-collectivism, masculinity-femininity, uncertainty avoidance, long-term-short-term orientation, and indulgent-restraint. A systematic literature review was used as a method in this study. The research results selected for review were researches published in widely recognized international scientific journals in English and dissertation research from internationally recognized universities. Data analysis used a matrix to obtain conclusions in response to the research question. The findings of this study showed that the individualistic-collectivistic dimension formed the national cultural one that was most widely proven as a determinant of behavioral differences in organizations between countries. However, the individualistic-collectivistic dimension cannot be concluded that dimensions of Hofstede's national culture are the ones that most determine the differences in organizational behavior between countries because the studies conducted did not examine all dimensions of national culture on organizational behavior.]]>
<![CDATA[PENGARUH BUDAYA ORGANISASI DAN MOTIVASI TERHADAP KINERJA PEGAWAI FRONTLINER, (Studi pada Cabang Bank Kalsel yang berada di Wilayah Banjarmasin) ]]>
<![CDATA[Rina Armiaty]]>;
<![CDATA[zakhyadi Ariffin]]>
<![CDATA[ JWM (JURNAL WAWASAN MANAJEMEN) Vol. 2 No. 2 (2014) ]]>
Publisher : <![CDATA[Universitas Lambung Mangkurat ]]>
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DOI: 10.20527/jwm.v2i2.173
<![CDATA[The purpose of this study is to investigate and analyze the influence of organizational culture on employee performance and motivation of employees especially front-liner. The unit of analysis in this study is the front-liner employees in branch office environments Banjarmasin South Kalimantan region. Respondents used at this research as 58 employees, by census sampling technique. Measurement variables using Likert scale, and use analysis multiple linear regression with SPSS. The results show organizational culture variables positive and significant effect on the performance of employees, also with motivational variables positive and significant effect on employee performance. Cultural and motivational variables together (simultaneously), significant positive effect on employee performance front-liner. Based on these results, the implications for the Bank of South Kalimantan is that in supporting organizational culture and motivation also need to pay attention to and improve the quality of potential employees front-liner for example by providing the opportunity to continue the education (like education for services excellent care, education and personality development) and engage in training (like training on banking products, training on risk management, especially with regard to transaction services and risk transaction), so that it can improve employee performance front-liner]]>
<![CDATA[THE EFFECTS OF SERVANT LEADERSHIP AND ETHICAL LEADERSHIP ON SATISFACTION WITH SUPERVISOR ]]>
<![CDATA[Zakhyadi Ariffin]]>
<![CDATA[ JWM (JURNAL WAWASAN MANAJEMEN) Vol. 11 No. 1 (2023) ]]>
Publisher : <![CDATA[Universitas Lambung Mangkurat ]]>
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DOI: 10.20527/jwm.v11i1.251
<![CDATA[The purpose of this study was to investigate the effects servant leadership and ethical leadership on satisfaction with supervisor. This study uses a quantitative approach. The sample size in this study was 63. Respondents were employees of regional offices of national telecommunications companies in South Kalimantan province. Data analysis used multiple linear regression. All variables have been tested for validity and reliability. The results showed that servant leadership and ethical leadership had an effect on employee satisfaction with their supervisors. The novelty of this study examines the effect of ethical leadership on employee satisfaction with their supervisors]]>
<![CDATA[DAPATKAH PERSEPSI DUKUNGAN ATASAN MENGURANGI DAMPAK NEGATIF PSYCHOLOGICAL JOB DEMAND TERHADAP WORK ENGAGEMENT, SURVEI PADA KARYAWAN PT GLOBAL SAMUDRA BORNEO BANJARMASIN ]]>
<![CDATA[Ariffin, zakhyadi]]>
<![CDATA[ JWM (JURNAL WAWASAN MANAJEMEN) Vol. 11 No. 2 (2023) ]]>
Publisher : <![CDATA[Universitas Lambung Mangkurat ]]>
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DOI: 10.20527/jwm.v11i2.263
<![CDATA[The purpose of this study was to investigate the effect of psychological job demand on work engagement and the moderating role of perceived supervisor support to reduce the impact of psychological job demand on work engagement. The survey was conducted on 64 employees from PT. Global Ocean Borneo in Banjarmasin. Data analysis used regression analysis with moderation. The findings of this study reinforce many previous studies where it has been proven that a negative psychological effect of job demand has a negative effect on work engagement. Other results show that perceived supervisor support does not play a role in reducing the effect of psychological job demand on work engagement among employees.]]>
<![CDATA[DAMPAK INOVATION CAPABILITY TERHADAP COFFEE SHOPS COMPETITIVENESS DI KOTA BANJARMASIN ]]>
<![CDATA[Gea Hiqori Sonia]]>;
<![CDATA[Zakhyadi Ariffin]]>;
<![CDATA[Editor, admin]]>
<![CDATA[ JWM (JURNAL WAWASAN MANAJEMEN) Vol. 11 No. 3 (2023) ]]>
Publisher : <![CDATA[Universitas Lambung Mangkurat ]]>
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DOI: 10.20527/jwm.v11i3.276
<![CDATA[Coffee shops are a trending business in Indonesia, including in the city of Banjarmasin. Although many coffee shops have been established, however many coffe shops have failed. Competitiveness determines the success of a coffee shop in intensive competition. Purpose. The purpose of this study was to investigate the effect of market orientation and entrepreneurial orientation on competitiveness mediated by organizational innovation.Methods The research was conducted on the coffee shop industry in the city of Banjarmasin which is not a franchise. Questionnaires were sent to 50 coffee shops registered with the Banjarmasin city government. A total of 40 coffee shop managers answered the questionnaire. Data analysis uses partial least squares (PLS). Result. The results of the study show that market orientation and entrepreneurial orientation have a direct effect on competitiveness. Organizational innovation can mediate the effect of market orientation and entrepreneurial orientation on competitiveness]]>
<![CDATA[Pengaruh Pay Satisfaction Terhadap Organizational Citizenship Behavior (OCB) Dimediasi Work Engagement ]]>
<![CDATA[Arifin, Arifin]]>;
<![CDATA[Ariffin, Zakhyadi]]>
<![CDATA[ Indo-Fintech Intellectuals: Journal of Economics and Business Vol. 4 No. 1 (2024): Indo-Fintech Intellectuals: Journal of Economics and Business ]]>
Publisher : <![CDATA[Lembaga Intelektual Muda (LIM) Maluku ]]>
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DOI: 10.54373/ifijeb.v4i1.168
<![CDATA[This study aims to test and analyze the effect of Pay Satisfaction on Organizational Citizenship, the effect of Pay Satisfaction on Work Engagement, the effect of Work Engagement on Organizational Citizenship behavior, and the effect of Pay Satisfaction on Organizational Citizenship Behavior through ASN Work Engagement in Pambalah Batung General Hospital. This study used a quantitative method, with a cross-sectional time dimension. the sample in this study was about 159 people. The data analysis used is descriptive analysis and to test the effect of the model on the PLS-based structure. The results showed that there was an effect of Pay Satisfaction on Organizational Citizenship Behavior, there was an effect of Pay Satisfaction on Work Engagement, there was an effect of Work Engagement on Organizational Citizenship Behavior and there was an effect of Pay Satisfaction on Organizational Citizenship Behavior through ASN Work Engagement at Pambalah Hospital Batung. Suggestions to Pambalah Batung General Hospital need to pay attention to employee Pay Satisfaction because Pay Satisfaction has an impact on Organizational Citizenship Behavior through Work Engagement and Work Engagement also has an impact on Organizational Citizenship Behavior. If these variables can be considered, of course they will have an impact on the services to the community provided by the Pambalah Batung Hospital]]>
<![CDATA[Pengaruh Servant Leadership dan Authentic Leadership Terhadap Employee Engagement dengan Mediasi Trust (Trust in Leader) ]]>
<![CDATA[R.N.I, Violeta Mardlatillah]]>;
<![CDATA[Ariffin, Zakhyadi]]>;
<![CDATA[Kusbianto, Maruf]]>
<![CDATA[ Syntax Literate Jurnal Ilmiah Indonesia ]]>
Publisher : <![CDATA[Syntax Corporation ]]>
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DOI: 10.36418/syntax-literate.v9i12.55605
<![CDATA[Penelitian ini dilakukan untuk menganalisis pengaruh servant leadership dan authentic leadership terhadap employee engagementdengan dimediasi oleh trust (trust in leader) pegawai negeri sipil (PNS) pada 8 Struktur Organisasi Perangkat Daerah (SOPD) Kota Palangka Raya. Hal yang mendasari penelitian ini karena rendahnya employee engagement pada sektor pemerintahan, masih ada pegawai yang membaca koran saat jam kerja, masih ada pegawai yang pergi ke kantin saat jam kerja dan masih ada pegawai yang merokok saat jam kerja. Sampel dalam penelitian ini berjumlah 112 orang yang merupakan pegawai pada 8 SOPD Kota Palangka Raya. Pengumpulan data dilakukan dengan menggunakan kuesioner. Metode analisis data menggunakan Partial Least Square (PLS) 3.0. Hasil penelitian menunjukkan bahwa servant leadership berpengaruh positif dan signifikan terhadap employee engagement, namun tidak dengan authentic leadership yang tidak berpengaruh terhadap employee engagement. Servant leadership dan authentic leadership memiliki pengaruh yang positif dan signifikan terhadap trust (trust in leader) sedangkan trust (trust in leader) tidak berpengaruh terhadap employee engagement. Dalam penelitian ini trust (trust in leader) tidak memediasi pengaruh servant leadershipterhadap employee engagement dan pengaruh authentic leadership terhadap employee engagement.]]>
<![CDATA[Analisis Pengaruh Kepuasan Karier dan Kepuasan Gaji Terhadap Turnover Intention dengan Komitmen Organisasi Sebagai Variabel Mediasi ]]>
<![CDATA[Adismana, Rifka Hardayanti]]>;
<![CDATA[Ariffin, Zakhyadi]]>;
<![CDATA[Dewi, Maya Sari]]>
<![CDATA[ JWM (JURNAL WAWASAN MANAJEMEN) Vol. 13 No. 1 (2025) ]]>
Publisher : <![CDATA[Universitas Lambung Mangkurat ]]>
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DOI: 10.20527/jwm.v13i1.319
<![CDATA[Penelitian ini bertujuan untuk menguji dan menganalisis pengaruh kepuasan karier terhadap turnover intention dan pengaruh kepuasan gaji terhadap turnover intention pada karyawan PT. Ciputra Graha Mitra Regional Kalimantan Selatan. Selain itu, penelitian ini juga menguji pengaruh kepuasan karier terhadap turnover intention dengan dimediasi oleh komitmen organisasi, dan pengaruh kepuasan gaji terhadap turnover intention dengan dimediasi oleh komitmen organisasi. Pengambilan sampel penelitian ini menggunakan metode sampel jenuh pada karyawan PT. Ciputra Graha Mitra Regional Kalimantan Selatan. Data penelitian diperoleh dengan menggunakan kuesioner yang dibagikan kepada 67 orang karyawan dengan unit analisis adalah individual karyawan PT. Ciputra Graha Mitra Regional Kalimantan Selatan. Teknik analisa data yang digunakan untuk menguji hipotesis penelitian adalah PLS (Partial Least Square). Hasil penelitian ini membuktikan bahwa kepuasan karier berpengaruh dan signifikan terhadap turnover intention secara langsung maupun dengan dimediasi oleh komitmen organisasi, kepuasan karier berpengaruh dan signifikan terhadap komitmen organisasi, tidak ada pengaruh kepuasan gaji terhadap turnover intention secara langsung maupun dimediasi oleh komitmen organisasi, tidak ada pengaruh kepuasan gaji terhadap komitmen organisasi, dan komitmen organisasi berpengaruh dan signifikan terhadap turnover intention. Kata kunci : kepuasan karier, kepuasan gaji, turnover intention, komitmen organisasi.]]>
<![CDATA[The Effect Of Psychological Empowerment On Employee Performance Work Engagements Imediation: Study Of Education Personnel Affected By Equalization Of Echelon III And IV Positions Antasari Banjarmasin State Islamic University ]]>
<![CDATA[Amalia Husna]]>;
<![CDATA[Zakhyadi Ariffin]]>;
<![CDATA[Siti Faridah]]>
<![CDATA[ International Journal of Management Research and Economics Vol. 2 No. 2 (2024): May : International Journal of Management Research and Economics ]]>
Publisher : <![CDATA[Institut Teknologi dan Bisnis (ITB) Semarang ]]>
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DOI: 10.54066/ijmre-itb.v2i2.1796
<![CDATA[This research aims to determine and analyze the influence of psychological empowerment on employee performance, psychological empowerment on work engagement, work engagement on employee performance, the influence of psychological empowerment on employee performance through work engagement on educational staff affected by the equalization of Echelon III and IV positions at UIN Antasari Banjarmasin. This research is quantitative research with an explanatory research approach. This research method uses a questionnaire with 55 populations and all of them are sampled as respondents by testing hypotheses using SEM-PLS. The results of the study conclude that ( 1 ) psychological empowerment has a positive effect on employee performance, ( 2 ) psychological empowerment has a positive effect on work engagement, ( 3 ) work engagement has a positive effect on employee performance, and ( 4 ) psychological empowerment has a positive effect on employee performance through work engagement.]]>
