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<![CDATA[Pengaruh High Performance Work System (HPWS) dan Konflik Peran terhadap Kepuasan Kerja ]]>
<![CDATA[Alifa Nur Maulidina]]>;
<![CDATA[Agus Frianto]]>
<![CDATA[ Jurnal Ilmu Manajemen Vol 9 No 2 (2021) ]]>
Publisher : <![CDATA[UNESA In Collaboration With APSMBI (Aliansi Program Studi dan Bisnis Indonesia) ]]>
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DOI: 10.26740/jim.v9n2.p522-535
<![CDATA[The purpose of this research is to study the impact of the High-Performance Work System (HPWS) and role conflict on job satisfaction at PT Temprina Media Grafika, Nganjuk Branch. The sampling technique used was non-probability sampling”this study uses questionnaires distributed to 40 office employees who worked at PT Temprina Media Grafika Nganjuk. The statistical analysis used in this study was multiple linear tests using SPSS. The results of data testing indicate that HPWS has a significant positive relationship with job satisfaction. This shows that the practice of HPWS in the company is going well, and the level of perceived job satisfaction has also increased. As well as role conflict has a significant negative relationship with job satisfaction. The data test results show that role conflicts that occur within the company will result in a decrease in job satisfaction felt by employees. ]]>
<![CDATA[Pengaruh Kompetensi dan Motivasi terhadap Kinerja Karyawan Perusahaan Asuransi ]]>
<![CDATA[Kartika Juanita Nurwin]]>;
<![CDATA[Agus Frianto]]>
<![CDATA[ Jurnal Ilmu Manajemen Vol 9 No 3 (2021) ]]>
Publisher : <![CDATA[UNESA In Collaboration With APSMBI (Aliansi Program Studi dan Bisnis Indonesia) ]]>
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DOI: 10.26740/jim.v9n3.p876-885
<![CDATA[This research aims to explain how competence and work motivation affect employee performance in an insurance company. This research use 35 employees at PT. Asuransi Umum Bumi Putera Muda Unit Syariah Surabaya as a sample. Data collection use observations, interviews and (primary) questionnaires. This research uses data analysis of validity, reliability, classic assumption, and hypothesis tests. Data were analyzed by multiple linear regression with SPSS. This research shows that competence and work motivation simultaneously have a significant influence on employee performance. Partially, competence has positive and significant on employee performance. The result shows that the competencies possessed by the employee have an impact on employee performance. As well as role work motivation has positive and not significant on employee performance. The results of data testing show that the work motivation provided by the company has no impact on employee performance. The company must facilitate employees to increase competence and work motivation since employee performance correlates with firm performance.]]>
<![CDATA[Pengaruh Konflik Kerja dan Motivasi Kerja terhadap Kinerja Karyawan ]]>
<![CDATA[Shabrina Zafarina]]>;
<![CDATA[Agus Frianto]]>
<![CDATA[ Jurnal Ilmu Manajemen Vol 9 No 3 (2021) ]]>
Publisher : <![CDATA[UNESA In Collaboration With APSMBI (Aliansi Program Studi dan Bisnis Indonesia) ]]>
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DOI: 10.26740/jim.v9n3.p1184-1195
<![CDATA[This research aims to examine and analyze the impact of a work conflict and work motivation on employee performance. The research method is quantitative research. The sample in this study is 40 employees. The statistical analysis used in this study is the validity and reliability test, classical assumption test, and multiple linear tests. Data processing using SPSS software version 18. This study shows that work conflict has a negative and insignificant effect on employee performance and work motivation has a positive and significant effect on employee performance. This study implies that work conflicts that occur in employees in the company do not make the level of performance decrease; besides, the company has succeeded in implementing work motivation because the higher the motivation of employees, the higher the performance for the company.]]>
<![CDATA[Pengaruh Perceived Organizational Support dan Employee Engagement terhadap Kinerja Karyawan ]]>
<![CDATA[Septi Diana]]>;
<![CDATA[Agus Frianto]]>
<![CDATA[ Jurnal Ilmu Manajemen Vol 9 No 3 (2021) ]]>
Publisher : <![CDATA[UNESA In Collaboration With APSMBI (Aliansi Program Studi dan Bisnis Indonesia) ]]>
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DOI: 10.26740/jim.v9n3.p1205-1213
<![CDATA[This study aims to determine how the effect of perceived organisational support and employee engagement on the performance of employees. This study uses quantitative research with a population of employees at UD. Zacyndo safety shoe factory in Tuban and Mojokerto regency. This study using a sample of 45 employees. Data collection techniques were carried out by collecting primary data through the distribution of online questionnaires and using secondary data collection through documentation of organisational activities/events and other written sources of information as writing reference materials. Data were analysed using multiple regression through SPSS version 24. The result showed that perceived organisational support had a negative and insignificant effect on employee performance, employee engagement had a significant and positive effect on employee performance, and perceived organisational support and employee engagement had a positive and significant effect on employee engagement. UD. Zacyndo may improve POS better by paying attention to employee welfare to produce maximum performance. In addition, improve strong relationships with each employee may help the organisation to achieve the intended goals.]]>
<![CDATA[Pengaruh Dukungan Organisasi dan Employee Engagement terhadap Kinerja Pegawai pada Badan Kepegawaian Daerah Kabupaten Sidoarjo ]]>
<![CDATA[Denta Umihastanti]]>;
<![CDATA[Agus Frianto]]>
<![CDATA[ Jurnal Ilmu Manajemen Vol 10 No 1 (2022) ]]>
Publisher : <![CDATA[UNESA In Collaboration With APSMBI (Aliansi Program Studi dan Bisnis Indonesia) ]]>
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DOI: 10.26740/jim.v10n1.p219-232
<![CDATA[This study discusses the analysis of the influence of organizational support and employee engagement on civil servant performance at a regional civil service agency. This study uses a quantitative research method by distributing questionnaires to all civil servants of a regional civil service agency as many as 59 employees using a Likert scale from numbers one to five. The data analysis technique used in this study is multiple linear regression analysis with data quality testing carried out through validity and reliability tests using SPSS version 20. This study shows that organizational support has a significant effect on the positive and significant impact on employee performance, which means that the higher the support provided, the higher the performance of an employee. The study results also show that employee engagement positively and significantly affects employee performance. The higher the employee's sense of attachment to his work, the higher the quality of his performance at work. Furthermore, the test results also prove that organizational support and employee engagement positively influence civil servant performance at a regional civil service agency. This research is expected to be used by the regional civil service agency to increase organizational support, such as giving awards in verbal praise as an appreciation of employee achievements at work so that later they can improve performance to achieve organizational goals.]]>
<![CDATA[Pengaruh Self-efficacy Terhadap Job Satisfaction Melalui Work Engagement pada Karyawan PT Pelayaran Nasional Indonesia (Persero) Surabaya ]]>
<![CDATA[Adinda Nur Latifa Putri]]>;
<![CDATA[Agus Frianto]]>
<![CDATA[ Jurnal Ilmu Manajemen Vol 10 No 1 (2022) ]]>
Publisher : <![CDATA[UNESA In Collaboration With APSMBI (Aliansi Program Studi dan Bisnis Indonesia) ]]>
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DOI: 10.26740/jim.v10n1.p357-369
<![CDATA[This study aims to analyse the effect of self-efficacy on job satisfaction through job involvement. This study uses a quantitative approach with a purposive sampling method. The respondents were 40 employees of a state-owned company engaged in water transportation services. Statistical analysis in this study used the Structural Equation Model (SEM) with SmartPLS 3 software as a data processing tool. The results showed that self-efficacy had no effect on job satisfaction but positively and significantly affected job involvement. Self-efficacy does not significantly affect job satisfaction through work engagement as an intervening variable. Companies should consider improving the management of existing human resources so that employees feel comfortable and more motivated at work, such as providing facilities to strengthen relationships between employees and their health. Then, the company can enforce a promotion system arrangement based on competence or achievement that has met the service requirements. It will encourage employees to excel and feel satisfied with their work.]]>
<![CDATA[Pengaruh Kepuasan Kerja dan Komitmen Organisasi terhadap Organizational Citizenship Behavior (OCB) pada Karyawan Tiara Supermarket ]]>
<![CDATA[Chusnul Izha Rahmatus Sholikhah]]>;
<![CDATA[Agus Frianto]]>
<![CDATA[ Jurnal Ilmu Manajemen Vol 10 No 1 (2022) ]]>
Publisher : <![CDATA[UNESA In Collaboration With APSMBI (Aliansi Program Studi dan Bisnis Indonesia) ]]>
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DOI: 10.26740/jim.v10n1.p291-301
<![CDATA[Organisational citizenship behaviour (OCB) is an essential thing that employees must own to improve the effectiveness and efficiency of company performance. Several factors that can influence OCB are job satisfaction and organisational commitment. This study aims to explain the effect of job satisfaction and organisational commitment on retail companies. This research is quantitative, and the analysis technique used is multiple regression analysis using SPSS 26. The sampling technique used is the saturation sample technique and used 58 employees as a sample. The result shows that job satisfaction has a positive and significant effect on OCB and organisational commitment has a positive and insignificant impact on OCB. Simultaneously, job satisfaction and organisational commitment positively and significantly affect OCB. These results indicate that the company should pay attention to the job satisfaction of employees to improve OCB, which has a significant influence on achieving company goals. However, organisational commitment also needs to be considered by the company because it will impact other variables such as company performance or employee turnover.]]>
<![CDATA[Pengaruh Job Demands dan Job Resources terhadap Work Engagement pada Tenaga Kependidikan Universitas Wijaya Kusuma Surabaya ]]>
<![CDATA[Anisa Aprilianingsih]]>;
<![CDATA[Agus Frianto]]>
<![CDATA[ Jurnal Ilmu Manajemen Vol 10 No 1 (2022) ]]>
Publisher : <![CDATA[UNESA In Collaboration With APSMBI (Aliansi Program Studi dan Bisnis Indonesia) ]]>
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DOI: 10.26740/jim.v10n1.p173-184
<![CDATA[The study aims to determine the effect of job demands and job resources on work engagement in educational institutions. This study sample used 51 employees. Data collection is obtained through a survey. The data analysis used in this study is a validity test, reliability test, classical assumption test, and multiple linear regression using SPSS version 26. The results showed that job demands, and job resources simultaneously significantly affected work engagement. Partially, job demands have a negative and significant effect on work engagement. Job resources have a positive and significant impact on work engagement. Companies should consider providing mentoring when there is additional work, job changes or job rotation for employees to reduce workload due to lack of understanding of the job. Superiors or colleagues can do mentoring by the field of work. Work can be more efficient, and job resources can also be maintained and improved. When employees have achieved high work involvement, it will positively impact work and the organization in improving performance to achieve organizational goals.]]>
<![CDATA[PELATIHAN DESAIN MEREK SEBAGAI SARANA MEMPERKUAT IDENTITAS PRODUK ]]>
<![CDATA[Agus Frianto]]>;
<![CDATA[Monika Tiarawati]]>;
<![CDATA[Nadia Asandimitra]]>;
<![CDATA[Yessy Artanti]]>;
<![CDATA[Widyastuti Widyastuti]]>
<![CDATA[ Jurnal Pemberdayaan: Publikasi Hasil Pengabdian Kepada Masyarakat Vol. 3 No. 3 (2019) ]]>
Publisher : <![CDATA[Universitas Ahmad Dahlan, Yogyakarta ]]>
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DOI: 10.12928/jp.v3i3.1228
<![CDATA[Trademark as an activity to make a name, symbol or identity to distinguish one product/service from another product/service. Therefore, entrepreneurs/business owners/startup founders need to consider how brands are for products/services that they want to sell. With a brand, the total value of the product is higher so that consumers can see the brand as an important part of the product. Consumers will more easily differentiate company products from competitors through brands. However, the importance of giving brand to the product was not realized by SMEs who were in Ngawen and Randuboto Villages, Sidayu District, Gresik Regency. Their only focus is product sales. Brands can be a long-term investment for business owners. Brands that are well managed by business owners will provide long-term benefits. The purpose of this outreach program is to provide training on how to make a good brand so that it can be easily recognized by the general public. The outputs of this outreach program activity are brand designs that are ready to be printed and pasted on the product packaging of business actors. The results of this outreach program activity show that several business actors have been able to create attractive brands so that they can be easily recognized by consumers and ultimately create an identity for SME products in Sidayu District, Gresik]]>
<![CDATA[Pengaruh Budaya Organisasi Dan Gaya Kepemimpinan Terhadap Komitmen Organisasi Pengurus Pondok Pesantren Roudlotul Qur’an Darul Falah III Cukir Jombang ]]>
<![CDATA[Lalu Nasarudin]]>;
<![CDATA[Agus Frianto]]>
<![CDATA[ BIMA : Journal of Business and Innovation Management Vol. 3 No. 3 (2021): Juny ]]>
Publisher : <![CDATA[Prodi Manajemen Fakultas Ekonomi Universitas Hasyim Asy'ari Tebuireng Jombang ]]>
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DOI: 10.33752/bima.v3i3.237
<![CDATA[ Penelitiannini bertujuan untuk mengetahui pengaruh Budaya Organisasi Dan Gaya Kepemipinan Terhadap Komitmen Pengurus pada Pondok Pesantren Roudlotul Qur’an Darul Falah III cukir Jombang. Metodel atau metode yang dipakaidalam penelitian ini yaitu metode penelitian kuantitatif dan memakai pendekatan kausal atau sebab akibat. Populasi pada penelitian ini merupakan pengurus yang mengabdi pada Pondok Pesantren Roudlotul Qur’an Darul Falah III Cukir Jombang. Teknik pengambilan sampel menggunkan sampel jenuh dengan jumlah sampel sebanyak 50 pengurus. Pengolahan data dilakukan dengan menggunakan program SPSS v23. Hasil dari analisa data menunjukkan bahwa budaya organisasi dan gaya kepemimpinan secara bersama-sama (simultan) berpengaruh terhadap komitmen organisasi.. Kata kunci: Budaya organisasi; Gaya kepemimpinan; Komitmen organiasi]]>
