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All Journal Sosiohumaniora Journal of Economic, Bussines and Accounting (COSTING) JMKSP (Jurnal Manajemen, Kepemimpinan, dan Supervisi Pendidikan) Alignment: Journal of Administration and Educational Management JURNAL PENDIDIKAN TAMBUSAI Journal of Humanities and Social Studies Jurnal Manajerial Jurnal Review Pendidikan dan Pengajaran (JRPP) JENIUS (Jurnal Ilmiah Manajemen Sumber Daya Manusia) Dinasti International Journal of Education Management and Social Science Dinasti International Journal of Digital Business Management Community Development Journal: Jurnal Pengabdian Masyarakat Devotion: Journal of Research and Community Service Jurnal Muhammadiyah Manajemen Bisnis (JMMB) Jurnal Ekonomi Perspektif International Journal of Science and Society (IJSOC) Journal Of Human And Education (JAHE) Jurnal Penyuuhan dan Pemberdayaan Masyarakat (JPPM) Annals of Human Resource Management Research Jurnal Ekonomi Trisakti Procedia of Social Sciences and Humanities PENANOMICS: INTERNATIONAL JOURNAL OF ECONOMICS International Journal of Advanced Multidisciplinary Business and Entrepreneurial Review Jurnal Pemberdayaan Ekonomi International Journal of Business and Applied Economics (IJBAE) Jurnal Pijar : Studi Manajemen dan Bisnis Jurnal Manajemen, Akuntansi, Ekonomi Cross-border Paradoks : Jurnal Ilmu Ekonomi Jurnal Ilmiah Dan Karya Mahasiswa Zona Education Indonesia Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam Journal of Ekonomics, Finance, and Management Studies Media Riset Bisnis Ekonomi Sains dan Terapan Greenation International Journal of Tourism and Management Greenation International Journal of Economics and Accounting
Nazifah Husainah
Universitas Muhammadiyah Jakarta
Religion Agriculture, Biological Sciences & Forestry Arts Humanities Civil Engineering, Building, Construction & Architecture Computer Science & IT Decision Sciences, Operations Research & Management Earth & Planetary Sciences Economics, Econometrics & Finance Education Environmental Science Health Professions Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Materials Science & Nanotechnology Mathematics Public Health Social Sciences Other

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The Model of Organizational Commitment and Work Satisfaction : Organizational Citizenship Behavior Perspective Husainah, Nazifah; Wardana, Wikrama; Maria, Elvie; Hotman Malau, Jan; Sambarani, Budi; Sovitriana, Rilla; Cahyati, Peni
International Journal of Advanced Multidisciplinary Vol. 2 No. 1 (2023): International Journal of Advanced Multidisciplinary (April-June 2023)
Publisher : Green Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

The objective of this research is to analyze how Organizational Commitment and Work Satisfaction impact Organizational Citizenship Behavior. Using a quantitative research approach, the study analyzed data from 70 respondents across 20 manufacturing companies in West Java and processed it through the SEM-PLS methodology. The study findings suggest that Organizational Commitment and Work Satisfaction both have a direct influence on Organizational Citizenship Behavior in manufacturing companies located in West Java.
The Model of Employee Work Productivity Husainah, Nazifah
International Journal of Advanced Multidisciplinary Vol. 2 No. 2 (2023): International Journal of Advanced Multidisciplinary (July-September 2023)
Publisher : Green Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/ijam.v2i2.296

Abstract

The objective of this research is to examine the impact of organizational culture, employee compensation, and work competence on the commitment of employees at the managerial level in various manufacturing companies within the production division in the Special Capital Region of Jakarta. This analysis encompasses both partial and simultaneous effects on employee work productivity. In this study, descriptive and verification methods were employed to examine the managerial level employees in the production division of manufacturing companies located in Jakarta Province. The population consisted of 1,183 employees, while a sample size of 300 respondents was selected. To assess the validity and reliability of the data, a subset of 30 respondents was used. The data collected was qualitative in nature but measured quantitatively through the use of analytical techniques with SPSS and SEM. The findings of this study suggest that in order to cultivate a robust sense of organizational commitment among top management, it is crucial to prioritize the development of work competence. Specifically, focusing on enhancing behavior competence is essential. Additionally, to enhance work productivity, it is imperative to acknowledge the significance of organizational culture. Specifically, placing emphasis on the dimension of outcome orientation is vital.
Determinants of Job Satisfaction With Employee Performance: Determinant Kepuasan Kerja Terhadap Kinerja Karyawan Husainah, Nazifah; Maswanto; Haryoto, Cecep
Procedia of Social Sciences and Humanities Vol. 3 (2022): Proceedings of the 1st SENARA 2022
Publisher : Universitas Muhammadiyah Sidoarjo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21070/pssh.v3i.117

Abstract

This research is an associative quantitative study using primary data, with a population of 140 and a sample of 103 people, the determination of the sample using the Slovin formula. The data analysis model used is path analysis using SPSS The results showed the following results: Leadership style has a direct effect on job satisfaction, Human resource development has a direct effect on job satisfaction, Leadership style has a direct effect on employee performance,Human resource development has a direct and indirect effect. Job satisfaction has adirect effect on employee performance (6) Leadership style has an indirect effect on employee performance through job satisfaction, Human resource development has an indirect effect on employee performance through job satisfaction. It can be concluded that there is an indirect effect of leadership style and human resource development on employee performance through job satisfaction, but the direct influence of human resource development on job satisfaction has the greatest influence, while for the direct effect of human resource development on performance is the smallest influence.
Training On Making Cooperation in Business Investment at Moji Grill : Pelatihan Pembuatan Kerjasama Dalam Penanaman Modal Usaha Pada Kedai Moji Grill Hasanah; Husainah, Nazifah; Hanifah, Azimah; Sunarti
Procedia of Social Sciences and Humanities Vol. 3 (2022): Proceedings of the 1st SENARA 2022
Publisher : Universitas Muhammadiyah Sidoarjo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21070/pssh.v3i.135

Abstract

Kedai Moji Grill was initiated by three young people who have creative minds in finding current business opportunities. This business is motivated by their desire to increase their income (the Covid 19 condition) has decreased, this happens because most of them work the WFH way. Starting with chatting with the three of them and finally they have an idea, how they can open a culinary (food) business that has contemporary values with the aim of attracting young consumers, the business was founded with limited capital with shared capital. Finally, the three of them created their business by renting a place (parking a shophouse) in the Kampung utan Ciputat area, South Tangerang. They open their business from 17.30 - 10.00 WIB by using a tent. The problems that exist are; does not yet have the right way to distribute profits or losses to investors; Still using tents in running their business; There is still 1 variant of food offered to consumers. The solutions offered to moji grill shop entrepreneurs are: Helping provide training in making cooperation in business investment. The results of the implementation of abdimas to partners is to conduct training to the initiators of the business, namely Aulia Hazmi Ramadhan, Bimo Aulia Utomo, Abduel Surahman, and one employee, namely Dede Maulana. The training provided is training in making cooperation in investment in the Moji Grill business. Currently the business is preparing to open a new branch with the entry of new investors who are interested in the busines.
The Model of Employee Performance: An Empirical Study Husainah, Nazifah
Dinasti International Journal of Digital Business Management Vol. 4 No. 5 (2023): Dinasti International Journal of Digital Business Management (August - Septembe
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31933/dijdbm.v4i5.2005

Abstract

The performance of employees in the telecommunications industry is a direct result of the tasks assigned to them by the company or organization. Compensation, organizational culture and job satisfaction are considered to play a vital role in influencing employee performance and achievement of stated goals. Although the impact of organizational culture on its members may not be significant, higher pay and job satisfaction are positively associated with higher performance. The purpose of this study is to determine the significant effects of compensation, work culture, and job satisfaction on employee performance. To achieve this, we took a sample of 420 respondents and collected data using a statement questionnaire. Regression analysis was performed on the collected data using SPSS 20.0 for Windows program. Regression analysis results show that salary, job satisfaction, and organizational culture have significant positive and direct effects on employee performance in the telecom industry.
Building Character of Leadership Nazifah Husainah
Greenation International Journal of Tourism and Management Vol. 1 No. 2 (2023): (GIJTM) Greenation International Journal of Tourism and Management (June - Augu
Publisher : Greenation Research & Yayasan Global Resarch National

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/gijtm.v1i2.39

Abstract

The objective of this research was to examine the impact of leadership and compensation on employee motivation, as well as their implications on the performance of cooperative employees in Karawang, both individually and collectively. The research employed a descriptive and verificative method, utilizing a survey as the primary tool. The study focused on 330 employees of cooperatives as respondents. Data analysis was conducted using the LISREL 8.80 program, employing the Structural Equation Model (SEM). The findings of the study indicate that: 1) leadership and compensation have a significant positive effect on motivation, accounting for 52% of the variance (R2 = 0.52). 2) leadership, compensation, and motivation all have a positive and significant impact on employee performance, accounting for 75% of the variance (R2 = 0.75). Among the variables examined, motivation was found to have the most influence on performance, while compensation was identified as the most influential factor on motivation. Based on the research findings, it is recommended that efforts be made to enhance employee performance in cooperatives in the Karawang district through the improvement of employee motivation. This can be achieved by fostering strong relationships between employees and members, co-workers, and management, as well as by increasing compensation levels, which should encompass salary conformity, incentives, food allowance, transportation allowance, and by improving leadership qualities, including supportive behaviors such as providing employment opportunities, favorable working conditions, conflict resolution, and boosting morale.
A new Model for Improving Employee Productivity Peni Cahyati; Nazifah Husainah; Wikrama Wardana; April Gunawan Malau; Marihot Simanjuntak; Laresen Barasa; Lenggogeni Lenggogeni
Greenation International Journal of Tourism and Management Vol. 1 No. 2 (2023): (GIJTM) Greenation International Journal of Tourism and Management (June - Augu
Publisher : Greenation Research & Yayasan Global Resarch National

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/gijtm.v1i2.40

Abstract

The reason of this think about was to decide the level of impact of the execution of existing instruction and preparing programs on the work efficiency of gracious hirelings. Based on the comes about of information preparing, it is known that the components of the execution of instruction and preparing programs that must be considered and progressed are as takes after: Preparing Materials, Non-Formal Instruction, Preparing Plans, Educators Neighborliness, Preparing Varieties, Preparing Strategies, and Preparing Manuals. Whereas the components of actualizing instruction and preparing programs that must be kept up are as takes after:Formal Instruction, Teachers Aptitudes, Educators Capacity, Preparing Framework Offices, Preparing Educational programs, Preparing Assessment. The execution of instruction and preparing programs influences the work efficiency of gracious hirelings and the impact of the usage of preparing programs is more overwhelming, this is often so since the execution of preparing programs is more frequently done and more applicable even in spite of the fact that it still appears hypothetical within the work of respectful workers. In this manner an suitable instruction and preparing program will have an affect on expanding the efficiency of its representatives.
How to Build Employee Motivation and Performance Nazifah Husainah
Greenation International Journal of Economics and Accounting Vol. 1 No. 2 (2023): (GIJEA) Greenation International Journal of Economics and Accounting (June 2023
Publisher : Greenation Research & Yayasan Global Resarch National

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/gijea.v1i2.38

Abstract

The purpose of this research is to assess how leadership style, organizational commitment, and motivation impact the performance of employees in the Manufacturing Industries of West Kalimantan. The study utilizes a combination of descriptive and explanatory surveys, with a sample size consisting of 450 employees. Path analysis is the chosen statistical analysis method for this research. The results of the study demonstrate that leadership style, organizational commitment, and work motivation collectively exert a positive and substantial influence on employee performance within the Manufacturing Industries of West Kalimantan. Additionally, it is apparent that motivation plays a prominent role in shaping employee performance.
PENGARUH IKLIM ORGANISASI, JOB INSECURITY DAN KEPUASAN KERJA TERHADAP TURNOVER INTENTION KARYAWAN Marsanda, Anis Elsa; Husainah, Nazifah; Haryoto, Cecep
JURNAL MUHAMMADIYAH MANAJEMEN BISNIS Vol 5, No 2 (2024): Jurnal Muhammadiyah Manajemen Bisnis (JMMB)
Publisher : Universitas Muhammadiyah Jakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24853/jmmb.5.2.104-119

Abstract

Penelitian ini dilakukan dengan tujuan untuk menguji dan menganalisis Pengaruh Iklim Organisasi, Job Insecurity dan Kepuasan Kerja terhadap Turnover Intention Karyawan pada PT. Lippo General Insurance. Banyak faktor yang mempengaruhi Turnover Intention Karyawan. Akan tetapi penulis membatasi masalah kedalam tiga variabel yaitu iklim organisasi, job insecurity dan kepuasan kerja. Teknik pengambilan sample dalam penelitian ini menggunakan sampel jenuh atau non probability sampling dan pengumpulan data dilakukan dengan cara menyebar kuesioner kepada karyawan PT. Lippo General Insurance. Metode analisis data yang digunakan dalam penelitian ini adalah meliputi uji validitas, uji reliabilitas, uji asumsi klasik, analisis linear berganda dan analisis koefisien determinasi (R2) untuk menguji dan membuktikan hipotesis. Hasil penelitian ini menunjukkan bahwa iklim organisasi, job insecurity dan kepuasan kerja berpengaruh negatif terhadap turnover intention karyawan. Namun, berdasarkan uji F iklim organisasi, job insecurity dan kepuasan kerja secara bersama-sama berpengaruh positif signifikan terhadap turnover intention karyawan. 
DETERMINANTS OF SELF-EFFICACY AND ITS IMPLICATIONS FOR JOB SATISFACTION OF GENERATION Z (STUDY ON GENERATION Z IN THE SOUTH TANGERANG REGION): DETERMINANTS OF SELF-EFFICACY AND ITS IMPLICATIONS FOR JOB SATISFACTION OF GENERATION Z (STUDY ON GENERATION Z IN THE SOUTH TANGERANG REGION) Kusumawati, Yasmin; Husainah, Nazifah
PENANOMICS: International Journal of Economics Vol. 3 No. 3 (2024): December
Publisher : Yayasan Pusat Cendekiawan Intelektual Nusantara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56107/penanomics.v3i3.208

Abstract

This study was conducted with the aim of finding out and analyzing the influence of "Determinants of Self-Efficacy and Its Implications on Job Satisfaction of Generation Z (Study on Generation Z in the South Tangerang Region)". The method used is an associative method with a quantitative approach, the data analysis used is SEM-PLS with a sample of 175 generation Z respondents in the South Tangerang area. The results of the study showed that (1) that compensation for self-efficacy had a significant effect on t-statistical values (3.208) > t-table (1.96) and P values (0.001) < α (0.05) on job satisfaction. (2) that reward for self-efficacy had a significant effect on t-statistical values (5.586) > t-table (1.96) and P values (0.000) < α (0.05) on job satisfaction. (3) that the work environment on self-efficacy had a significant effect on t-statistic (3.364) > t-table (1.96) and P values (0.001) < α (0.05) on job satisfaction.(4) that compensation for job satisfaction had a significant effect on t-statistic (3.961) > t-table (1.96) and P values (0.000) > α (0.05) on job satisfaction. (5) that reward on job satisfaction had no significant effect on t-statistic (1.589) < t-table (1.96) and P values (0.112) > α (0.05) on job satisfaction. (6) that the work environment had a significant effect on job satisfaction with t-statistical values (5.348) > t-table (1.96) and P values (0.000) < α (0.05) on job satisfaction. (7) that self-efficacy on job satisfaction had no significant effect on t-statistic (0.058) < t-table (1.96) and P values (0.954) > α (0.05) on job satisfaction. (8) that compensation for job satisfaction through self-efficacy has no significant effect on t-statistic (0.055) < t-table (1.96) and P values (0.956) > α (0.05) on job satisfaction. 9) that reward for job satisfaction through self-efficacy has no significant effect as seen from t-statistical values (0.056) < t-table (1.96) and P values (0.955) > α (0.05). (10) that the work environment has no significant effect on job satisfaction through self-efficacy, as seen from the t-statistical values (0.056), t-table < (1.96), and P values (0.955) > α (0.05).
Co-Authors Achmad Yasir Rusadi Adam Adam Ahmad Sopyan Al Kessa, Muhammad Stefani Angger Kusumodewi April Gunawan Malau April Gunawan Malau Auradriana, Febbry Azimah Hanifah Azimah Hanifah Cecep Haryanto Cecep Haryoto Cecep Haryoto Cecep Haryoto Darto Darto Desi Satriani Dhiya Fauziah Elvie Maria Fachrial, Peppy Fadlan, A. Fauzan Fadli, Fauzan Faqih, Annas Al Gofur Ahmad , Abdul Hanifah, Azimah Hapzah Shalsa Sabila Haque, Izzul Harries Madiistriyatno, Harries Haryoto, Cecep Hasanah Hasanah Hasanah Hasanah Hasanah hasanah hasanah Hasanah Hasanah Hotman Malau, Jan Imam Muhtadin Irawati, Restu Iristian, Jovi Iswan Iswan Iswan Kusumawati, Yasmin Laila Fitriyani Laresen Barasa Latuconsina, Abdul Samad Lenggogeni Lenggogeni Litdya, Litdya M Yusuf M Yusuf M. Yusuf M. Yusuf M. Yusuf Marihot Simanjuntak Marsanda, Anis Elsa Maswanto Maswanto Maswanto Maswanto Maswanto Maswanto, Maswanto Masyhuda, Muh. Mashuri Miftahuddin, Hafizh Mohamad Iswandi Muhammad Rendi Ramdhani Muhammad Yusuf Muhtadin, Imam Muksin, Nani Nuraini Nandan Limakrisna Nindy Sulistia Nur Hidayah Nurhayati Nurhayati Peni Cahyati Peni Cahyati, Peni Puji Astuti Purnama, Kurnia Deril Putra, Muhammad Dipo Alam Panai Qurratul Aini Rahmawan, Huda Setia Riyanti Riyanti Rusna Hayati Sambarani, Budi Samodra, Vegalyra Novantini Saptaria, Lina Sasmita, Devi Sastri, Enan Trivansyah Sibarani, Mauritz Sidjabat, Sonya Siti Rosidah Sofwatun Nida, Sofwatun Sovitriana, Rilla Suhartini Suhartini Sumardi . Sunarti Sundari, Pipit Suryaningrum, Ira Puspitadewi suryawan, ryan firdiansyah Tri Ananto Wardana, Wikrama Wicaksono, Digantara Wijaya Saputra, Dendi Wijaya, Tiara Alfara Wikrama Wardana Yasir Rusadi, Achmad Yosi Pahala, Yosi