Articles
<![CDATA[THE INFLUENCE OF ORGANIZATIONAL CULTURE ON EMPLOYEE WORK OUTCOMES AND COMPANIES’ PERFORMANCE WITHIN THE E-COMMERCE SECTOR ]]>
<![CDATA[Margono , Yedija Christopher William]]>;
<![CDATA[Barry, Rinto Rain]]>
<![CDATA[ JMBI UNSRAT (Jurnal Ilmiah Manajemen Bisnis dan Inovasi Universitas Sam Ratulangi). Vol 10 No 3 (2023): JMBI UNSRAT Volume 10 Nomor 3 ]]>
Publisher : <![CDATA[FEB Universitas Sam Ratulangi Manado ]]>
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DOI: 10.35794/jmbi.v10i3.51661
<![CDATA[This study aims to determine the effect of organizational culture in Indonesian e-commerce companies on work results and employee performance. This study describes satisfaction at work, productivity at work, and quality of work because of organizational culture on profitability and growth, organizational innovation. Using a sample of 230 employees from two large Indonesian e-commerce companies, we focused on full-time employees who had at least one year of professional experience and participated in this study. The questionnaire instrument in this study used a Likert scale and the data were analysed by PLS-SEM using Smart-PLS 3.0. Several conclusions can be drawn from the results of this study: Organizational Culture positively affects Satisfaction at Work, Organizational Culture positively affects Productivity at Work, Organizational Culture positively affects Quality of Work, Satisfaction at Work is not positively affected Profitability and Growth, Productivity at Work is positively affected to Profitability and Growth of the company, and Quality of Work is positively affected to Organizational Innovation.]]>
<![CDATA[ANALYSIS OF THE INFLUENCE OF TRANSACTIONAL LEADERSHIP STYLE, COMPETENCE, AND JOB SATISFACTION ON THE PERFORMANCE OF SALES DIVISION EMPLOYEES IN A GOVERNMENT BANK ]]>
<![CDATA[Sjahril, Savira Alifa]]>;
<![CDATA[Barry, Rinto Rain]]>
<![CDATA[ JMBI UNSRAT (Jurnal Ilmiah Manajemen Bisnis dan Inovasi Universitas Sam Ratulangi). Vol 11 No 1 (2024): JMBI UNSRAT Volume 11 Nomor 1 ]]>
Publisher : <![CDATA[FEB Universitas Sam Ratulangi Manado ]]>
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DOI: 10.35794/jmbi.v11i1.55041
<![CDATA[Human resource management plays a crucial role in a company's success by ensuring productive employee performance. This research aims to analyze the influence of transactional leadership style, employee competence, and job satisfaction on the performance of the Sales Division employees at a government bank. A quantitative method with a causal research design was used in this study. Data were collected through a questionnaire from 163 respondents and analyzed using reliability analysis, validity analysis, and Structural Equation Modeling (SEM). The results showed that transactional leadership style, employee competence, and job satisfaction have a positive and significant influence on employee performance. The managerial implications of this research highlight the need for companies to improve employee performance through the development of transactional leadership styles, enhancing competencies, and increasing job satisfaction. Further research is suggested to consider adding new variables that may affect employee performance.]]>
<![CDATA[PREDIKSI PENENTUAN CALON MANAGER DI UNIVERSITAS SWASTA YANG MEMILIKI KEMAMPUAN MARKETING DENGAN MENGGUNAKAN RANDOM FOREST ]]>
<![CDATA[Achmadi, Hendra]]>;
<![CDATA[Oscar, Oscar]]>;
<![CDATA[Suarly, Irwan]]>;
<![CDATA[Barry, Rinto Rain]]>
<![CDATA[ Proceeding National Conference Business, Management, and Accounting (NCBMA) 7th National Conference Business, Management, and Accounting ]]>
Publisher : <![CDATA[Faculty of Economics and Business Universitas Pelita Harapan ]]>
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<![CDATA[Jumlah Calon mahasiswa yang masuk ke perguruan tinggi khususnya perguruan tinggi swasta adalah merupakan masalah serius. Terjadi penurunan jumlah calon mahasiswa yang terjadi dalam masa pendemik covid-19 antara tahun 2018-2019 dan berlanjut sampai tahun 2022. Ini merupakan masalah serius bagi perguruan tinggi Swasta di Indonesia karena keberadaan mahasiswa yang menentukan keberlanjutan perguruan tinggi. Karena itu, dalam penelitian ini menggali lebih dalam tentang karakteristik seorang manajer atau pejabat struktural program studi yang memiliki kemampuan marketing di perguruan tinggi swasta, dan diperlukan untuk memilih calon manajer baru yang akan masuk di perguruan tinggi swasta. Metode penelitian yang dipakai adalah data mining, dan data yang dipakai adalah berasal dari data primer yang didapat dari kuesioner yang dibagikan kepada mahasiswa di perguruan tinggi swasta di Jakarta dan sekitarnya. Dengan menggunakan metode Logistic Regression dan Supervisor Learning akan didapat model dari keputusan dalam memilih karakteristik seorang manajer yang memiliki kemampuan marketing di perguruan tinggi swasta.]]>
<![CDATA[The Mediating Role of Protestant Work Ethic in The Relationship Between Organizational Culture, Transformational Leadership, and Personality on Teacher Job Performance ]]>
<![CDATA[Nainggolan, Rinto Rain Barry]]>
<![CDATA[ International Journal of Artificial Intelligence Research Vol 8, No 1.1 (2024) ]]>
Publisher : <![CDATA[Universitas Dharma Wacana ]]>
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DOI: 10.29099/ijair.v8i1.1.1302
<![CDATA[This study examines the mediating role of Protestant Work Ethic in the relationships between Organizational Culture, Transformational Leadership, and Personality on Teacher Job Performance in private Christian elementary schools in Banten Province. A quantitative survey involved 236 teachers as respondents. Data were collected through questionnaires and analyzed using Partial Least Squares Structural Equation Modelling (PLS-SEM) with WarpPLS 7.0. The results indicate that Organizational Culture positively influences Protestant Work Ethic, while Transformational Leadership has a negative impact. Personality does not significantly affect Protestant Work Ethic. Protestant Work Ethic significantly enhances Teacher Job Performance. Organizational Culture and Personality directly contribute to Teacher Job Performance, whereas Transformational Leadership shows no significant direct impact. Mediation analysis reveals that Protestant Work Ethic partially mediates the relationships between Organizational Culture and Teacher Job Performance, as well as between Personality and Teacher Job Performance, but not between Transformational Leadership and Teacher Job Performance. This study concludes that Organizational Culture and Personality are key factors in improving Teacher Job Performance, with Protestant Work Ethic serving as a significant mediator. The findings emphasize the importance of cultivating a positive organizational culture and developing personal competencies to enhance Teacher Job Performance.]]>
<![CDATA[THE IMPACT OF REWARD AND PUNISHMENT MECHANISMS ON EMPLOYEE PERFORMANCE: THE MEDIATING ROLE OF WORK MOTIVATION ]]>
<![CDATA[Azzahra, Ghevira]]>;
<![CDATA[Barry, Rinto Rain]]>
<![CDATA[ JMBI UNSRAT (Jurnal Ilmiah Manajemen Bisnis dan Inovasi Universitas Sam Ratulangi). Vol 11 No 3 (2024): JMBI UNSRAT Volume 11 Nomor 3 ]]>
Publisher : <![CDATA[FEB Universitas Sam Ratulangi Manado ]]>
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DOI: 10.35794/jmbi.v11i2.59208
<![CDATA[This study aims to explore the impact of rewards and punishments on employee performance, with an emphasis on the mediating role of work motivation in companies operating in the food industry. Data were collected through a questionnaire distributed to 96 employees of the company, and the analysis was conducted using PLS-SEM via the WarpPLS 7.0 application. The results indicate that rewards have a significant impact on work motivation and employee performance, while constructively applied punishments also positively affect performance, although their effect is smaller compared to that of rewards. Work motivation has been shown to act as a significant mediator in the relationship between rewards and performance, whereas mediation in the relationship between punishments and performance did not show the same significance. These findings emphasize the importance of implementing a fair and constructive reward system to enhance employee motivation and performance.]]>
<![CDATA[The Influence of Digital Transformation, Leadership Style, Organizational Culture, Work Environment, and Employee Attitudes on Employee Performance ]]>
<![CDATA[Made Sekar Ayu Mia Arisandi]]>;
<![CDATA[Rinto Rain Barry]]>
<![CDATA[ Proceedings of the International Conference on Entrepreneurship (IConEnt) Vol. 4 (2024): Proceedings of the 4th International Conference on Entrepreneurship (IConEnt) ]]>
Publisher : <![CDATA[Universitas Pelita Harapan ]]>
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<![CDATA[Employee performance is a crucial aspect in achieving the goals of a company. The aim of this research is to identify the impact of various organizational factors on employee performance. Digital transformation, as a step for companies to adapt to technology, plays a significant role in improving work efficiency. Leadership style, organizational culture, and work environment also have a substantial influence in shaping employee attitudes and performance. This study employs a quantitative approach using a survey method, where data were collected from permanent employees at PT XYZ. The data were gathered from all permanent employees who had been working at XYZ Company in South Tangerang for at least one year, using a non-probability sampling technique. SPSS software was then used to analyze the research results. The findings indicate that all independent variables have a significant impact on employee performance. This study is expected to provide practical guidance for company management to enhance employee performance through the optimization of organizational factors. The research outcomes can offer managerial implications that will assist the company in improving employee performance. Several limitations are noted in this study, followed by recommendations for future research.]]>
<![CDATA[Antecedent Factors Influencing Manager Competency ]]>
<![CDATA[Rinto Rain Barry]]>;
<![CDATA[Hendra Achmadi]]>
<![CDATA[ Proceedings of the International Conference on Entrepreneurship (IConEnt) Vol. 4 (2024): Proceedings of the 4th International Conference on Entrepreneurship (IConEnt) ]]>
Publisher : <![CDATA[Universitas Pelita Harapan ]]>
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<![CDATA[Objectives: This study investigates the mediating role of Protestant Work Ethic (PWE) in the relationships between Organizational Culture (OC), Transformational Leadership (TL), and Personality (P) on Teacher Performance (TP) in private Christian elementary schools in Banten Province. Methodology: A quantitative survey was conducted from November 2021 to May 2022, involving 236 Christian elementary school teachers as respondents. Data were collected using questionnaires and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). Findings: The hypothesis testing results indicate that Organizational Culture positively influences Protestant Work Ethic, while Transformational Leadership negatively affects it. Personality does not significantly impact Protestant Work Ethic. Furthermore, Protestant Work Ethic has a significant positive effect on Teacher Performance. Both Organizational Culture and Personality directly enhance Teacher Performance, whereas Transformational Leadership does not show a significant direct impact. Mediation analysis reveals that Protestant Work Ethic partially mediates the relationship between Organizational Culture and Teacher Performance, as well as between Personality and Teacher Performance, but not between Transformational Leadership and Teacher Performance. Conclusion: The study concludes that OC and P are crucial factors in improving TP, with PWE playing a significant mediating role. TL's negative impact on PWE suggests the need for further investigation into leadership styles within this context. The findings underscore the importance of fostering a positive organizational culture and developing personal competencies to enhance teacher performance.]]>
<![CDATA[PREDIKSI PENENTUAN CALON MANAGER DI UNIVERSITAS SWASTA YANG MEMILIKI KEMAMPUAN MARKETING DENGAN MENGGUNAKAN RANDOM FOREST ]]>
<![CDATA[Achmadi, Hendra]]>;
<![CDATA[Oscar, Oscar]]>;
<![CDATA[Suarly, Irwan]]>;
<![CDATA[Barry, Rinto Rain]]>
<![CDATA[ Proceeding National Conference Business, Management, and Accounting (NCBMA) 7th National Conference Business, Management, and Accounting ]]>
Publisher : <![CDATA[Faculty of Economics and Business Universitas Pelita Harapan ]]>
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<![CDATA[Jumlah Calon mahasiswa yang masuk ke perguruan tinggi khususnya perguruan tinggi swasta adalah merupakan masalah serius. Terjadi penurunan jumlah calon mahasiswa yang terjadi dalam masa pendemik covid-19 antara tahun 2018-2019 dan berlanjut sampai tahun 2022. Ini merupakan masalah serius bagi perguruan tinggi Swasta di Indonesia karena keberadaan mahasiswa yang menentukan keberlanjutan perguruan tinggi. Karena itu, dalam penelitian ini menggali lebih dalam tentang karakteristik seorang manajer atau pejabat struktural program studi yang memiliki kemampuan marketing di perguruan tinggi swasta, dan diperlukan untuk memilih calon manajer baru yang akan masuk di perguruan tinggi swasta. Metode penelitian yang dipakai adalah data mining, dan data yang dipakai adalah berasal dari data primer yang didapat dari kuesioner yang dibagikan kepada mahasiswa di perguruan tinggi swasta di Jakarta dan sekitarnya. Dengan menggunakan metode Logistic Regression dan Supervisor Learning akan didapat model dari keputusan dalam memilih karakteristik seorang manajer yang memiliki kemampuan marketing di perguruan tinggi swasta.]]>
<![CDATA[DAMPAK MOTIVASI KERJA DAN KEPEMIMPINAN PARTISIPATIF TERHADAP KINERJA KARYAWAN GENERASI Z YANG DIMEDIASI KEPUASAN KERJA ]]>
<![CDATA[Raymundus Darmawan]]>;
<![CDATA[Rinto Rain Barry]]>
<![CDATA[ Proceeding National Conference Business, Management, and Accounting (NCBMA) 8th National Conference Business, Management, and Accounting ]]>
Publisher : <![CDATA[Faculty of Economics and Business Universitas Pelita Harapan ]]>
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<![CDATA[Penelitian ini mengeksplorasi kinerja karyawan dari Generasi Z (kelahiran 1997–2021) berdasarkan data Badan Pusat Statistik. Generasi ini mulai memasuki dunia kerja di Kota Jakarta, khususnya di sektor jasa. Fokus penelitian ini adalah menganalisis pengaruh kepemimpinan partisipatif dan motivasi kerja terhadap kinerja karyawan, dengan kepuasan kerja sebagai variabel mediasi. Penelitian ini mengumpulkan data primer secara langsung dari responden melalui Google Form dengan teknik nonprobability sampling jenis purposive sampling. Sebelum pengumpulan data utama, dilakukan uji pretes terhadap 33 responden Generasi Z menggunakan kuesioner untuk menilai reliabilitas dan validitas indikator penelitian. Setelahnya, pengumpulan data utama dilakukan menggunakan kuesioner yang telah disempurnakan berdasarkan hasil pretes, dengan total 222 responden dari Generasi Z. Analisis data dilakukan dengan uji hipotesis menggunakan model Structural Equation Modeling (SEM-PLS) melalui aplikasi SmartPLS 4. Hasil penelitian menunjukkan bahwa motivasi kerja memiliki pengaruh negatif dan tidak signifikan terhadap kinerja karyawan Generasi Z. Berdasarkan temuan ini, disarankan agar manajemen dan HR di sektor jasa di Kota Jakarta lebih memperhatikan karyawan Generasi Z dengan memberikan pelatihan, bimbingan, serta meningkatkan kualitas kepemimpinan partisipatif (demokratis) dalam kegiatan kolaboratif. Dengan demikian, keberadaan Generasi Z di tempat kerja dapat berkontribusi secara lebih efisien dan efektif dalam meningkatkan kinerja karyawan.]]>
<![CDATA[ANALISIS DAMPAK KESEIMBANGAN KEHIDUPAN KERJA, FLEKSIBILITAS KERJA, LINGKUNGAN KERJA DAN KOMITMEN ORGANISASI TERHADAP NIAT KELUAR KARYAWAN GENERASI Z PADA PERUSAHAAN KREATIF INDUSTRI DI JAKARTA ]]>
<![CDATA[Dewantara, Bayu Bisma]]>;
<![CDATA[Barry, Rinto Rain]]>
<![CDATA[ Jurnal Ilmiah Manajemen, Ekonomi, & Akuntansi (MEA) Vol 9 No 2 (2025): Edisi Mei - Agustus 2025 ]]>
Publisher : <![CDATA[LPPM STIE Muhammadiah Bandung ]]>
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DOI: 10.31955/mea.v9i2.5880
<![CDATA[Fenomena meningkatnya intensi untuk mengundurkan diri di kalangan Generasi Z menjadi salah satu tantangan krusial yang dihadapi oleh industri kreatif, terutama karena sektor ini sangat bergantung pada kontribusi generasi muda. Penelitian ini bertujuan untuk mengevaluasi pengaruh dari keseimbangan antara kehidupan pribadi dan pekerjaan, fleksibilitas sistem kerja, kualitas lingkungan kerja, serta tingkat komitmen terhadap organisasi terhadap kecenderungan niat keluar pada karyawan Generasi Z di Jakarta. Studi ini menggunakan pendekatan kuantitatif dengan desain asosiatif, serta pengumpulan data dilakukan melalui survei daring terhadap 198 responden yang dipilih secara purposive. Analisis data dilakukan menggunakan pendekatan Partial Least Squares Structural Equation Modeling (PLS-SEM) yang dioperasikan dengan perangkat lunak SmartPLS versi 3.0. Hasil analisis menunjukkan bahwa keempat variabel tersebut memiliki hubungan yang signifikan terhadap niat keluar, dengan komitmen terhadap organisasi menjadi faktor dengan pengaruh negatif paling dominan, diikuti oleh persepsi terhadap lingkungan kerja dan fleksibilitas kerja. Adapun keseimbangan kehidupan kerja juga menunjukkan hubungan negatif, meskipun dengan pengaruh yang lebih rendah. Temuan ini menegaskan pentingnya penyusunan strategi retensi yang selaras dengan karakteristik generasi muda masa kini. Penelitian ini memberikan kontribusi nyata baik secara teoretis maupun praktis dalam ranah pengelolaan sumber daya manusia, serta menyarankan agar penelitian selanjutnya memperluas ruang lingkup wilayah dan memperdalam dimensi psikologis yang belum tergali secara optimal.]]>
