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NALISIS PENGARUH MOTIVASI KERJA, LINGKUNGAN KERJADAN KEPUASAN KERJA TERHADAP PENINGKATAN KINERJA KARYAWAN (PadaPT.Wiratanu Persada TamaCabang Malang2014) Wiwit Setyo Wardani; Dita Rachmawati
JOURNAL KOPERASI DAN MANAJEMEN Vol 2 No 01 (2021): JOURNAL KOPERASI DAN MANAJEMEN
Publisher : STIEKOP MALANG PRESS

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Purpose – Tujuan penelitian ini adalah untuk mengetahui pengaruh motivasi kerja, lingkungan kerja dan kepuasan kerja terhadap kinerja karyawan di PT. Wiratanu Persada Tama Cabang Malang, Jawa Timur.Design/methodology/approach – penelitian ini menggunakan metode pendekatan kuantitatif deskriptif denganSampel penelitian ini sebanyak 24 orang karyawan.Dan dalam penelitian ini menggunakan analisisAnalisis Regresi dengan mengukur dominasi dari masing masing variable atau faktor.Findings – Hasil analisis membuktikan motivasi kerja, lingkungan kerja dan kepuasan kerja mempunyai pengaruh yang sifnifikan terhadap kinerja karyawan secara simultan. Motivasi kerja mempunyai pengaruh yang signifikan terhadap kinerja karyawan, sementara lingkungan kerja dan kepuasan kerja tidak berpengaruh signifikan terhadap kinerja karyawan secara parsial. Motivasi kerja mempunyai pengaruh yang signifikan terhadap kinerja karyawan, sementara lingkungan kerja dan kepuasan kerja tidak berpengaruh signifikan terhadap kinerja karyawan secara Dominan.Research limitations/implications–keterbatasasn dalam penelitian ini adalah fokus objek penelitian hanya kepada kinerja perusahaanPT. Wiratanu Persada Tama Cabang Malang, Jawa Timur. Sehingga belum bisa dijadikan generalisasi dalam sebuah teori yang kuat dan perlu adanya penelitian lebih lanjut dengan metode yang berbeda dan variable yang berbeda sehingga mampu menggeneralisasi teori yang ada.Originality/value– dalampenelitian ini diungkapkan bahwa lingkungan kerja dan kepuasan kerja tidak signifikan sehingga bisa dijadikan acuan untuk melakukan penelitian lanjutanapakah variabel kepuasan dan lingkungan kerja tidak signifikan dengan kinerja karyawan.

ANALISIS PEMBERIAN INSENTIF TERHADAP KINERJA KARYAWAN DI DEPARTEMEN PENJUALAN PG KEBON AGUNG MALANG Dita Rachmawati
JOURNAL KOPERASI DAN MANAJEMEN Vol 2 No 02 (2021): JOURNAL KOPERASI DAN MANAJEMEN
Publisher : STIEKOP MALANG PRESS

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (222.147 KB)

Purpose – Pemberian insentif merupakan salah satu hal pokok yang harus diperhatikan oleh perusahaan. Semangat tidaknya karyawan bisa juga disebabkan oleh besar kecilnya insentif yang diterima. Design/methodology/approach – penelitian ini adalah dengan menggunakan analisis deskriptif dengan pendekatan kuantitatif dan dibantu dengan program SPSS Findings – Kinerja karyawan PG Kebon Agung Malang sebesar 10,120 satuan, dengan ini asumsi insentif dalam keadaan konstan/tetap. hasil ini membuktikan bahwa kinerja karyawan secara signifikan akan meningkat sebesar 52,3% jika insentif bagi karyawan PG Kebon Agung Malang meningkat 1%. Research limitations/implications – Penelitian ini hanya membahas variabel intensif dan kinerja karyawan dengan objek penelitian PG Kebonagung Malang. Dengan adanya penelitian ini diharapkan PG Kebonagung bisa memanaatkan penelitian ini sebagai acuan dalam meningkatkan kinerja karyawan. Originality/value – dalam penelitian ini fungsi pendekatan dan wawancara secara langsung juga di gunakan sehingga penambahan data kualitatif untuk memperkuat hasil penelitian. Keyword : Intesnif; Bonus; Salary; Kinerja; Capaian Paper type : Case Study

Pengaruh Analisis Break Even Point Dalam Meingkatkan Tingkat Pendapatan Industri Kecil (Study Kasus Usaha Batako Ahmad): The Effect of Break-Even Point Analysis on Increasing the Income Level of Small Industries (Batako Ahmad Business Case Study) Ari Nurcahyo Darmawan; Budi Iriani Yudaningrum; Dita Rachmawati
JOURNAL KOPERASI DAN MANAJEMEN Vol 3 No 02 (2022): JOURNAL KOPERASI DAN MANAJEMEN
Publisher : STIEKOP MALANG PRESS

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The aims of this research are: 1) to know the calling (unit and rupiah) that must be done by Batako Pitoyo business to be at a point BEP; 2) To know the amount of selling (units and rupiah) that must be done by Batako Pitoyo business to achieve profit, the planned amount is Rp 540.000.000; 3) To know the percentage of sales decrease (based on the budget) to be at a certain point BEP. The data collection instruments used in this research are: 1) Documentation, which is a collection of notes obtained from various written sources, whether they are from Batako Pitoyo or other businesses with a relationship to the research, documentation is a note taken in the past such as notes, books, and others. 2) Interviews are a method of collecting the data by question and answer or by communicating directly with people who have experience with the problems in the research to get better data. The results of the research show that: 1) the minimal sales volume that should be done by Batako Pitoyo to be at a point BEP amounted to 252.370 units, or Rp 656.162.532; 2) the volume of sales that must be done by Batako Pitoyo to achieve the planned profit during 2018 amount to Rp 540.000.000, or 966 362 units, or Rp 2.512.542.955; and 3) the percentage decrease in sales (on a budget) to be at a point BEP is 68%.

ANALISIS PEMBERIAN INSENTIF TERHADAP KINERJA KARYAWAN DI DEPARTEMEN PENJUALAN PG KEBON AGUNG MALANG Dita Rachmawati
JOURNAL KOPERASI DAN MANAJEMEN Vol 2 No 02 (2021): JOURNAL KOPERASI DAN MANAJEMEN
Publisher : STIEKOP MALANG PRESS

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

Purpose – Pemberian insentif merupakan salah satu hal pokok yang harus diperhatikan oleh perusahaan. Semangat tidaknya karyawan bisa juga disebabkan oleh besar kecilnya insentif yang diterima. Design/methodology/approach – penelitian ini adalah dengan menggunakan analisis deskriptif dengan pendekatan kuantitatif dan dibantu dengan program SPSS Findings – Kinerja karyawan PG Kebon Agung Malang sebesar 10,120 satuan, dengan ini asumsi insentif dalam keadaan konstan/tetap. hasil ini membuktikan bahwa kinerja karyawan secara signifikan akan meningkat sebesar 52,3% jika insentif bagi karyawan PG Kebon Agung Malang meningkat 1%. Research limitations/implications – Penelitian ini hanya membahas variabel intensif dan kinerja karyawan dengan objek penelitian PG Kebonagung Malang. Dengan adanya penelitian ini diharapkan PG Kebonagung bisa memanaatkan penelitian ini sebagai acuan dalam meningkatkan kinerja karyawan. Originality/value – dalam penelitian ini fungsi pendekatan dan wawancara secara langsung juga di gunakan sehingga penambahan data kualitatif untuk memperkuat hasil penelitian. Keyword : Intesnif; Bonus; Salary; Kinerja; Capaian Paper type : Case Study

Analysis of the Influence of Knowledge Sharing, Learning Agility, and Creative Self-Efficacy on Innovative Work Behavior in the Creative Industry Dita Rachmawati; Tri Endar Susianto; Susatyo Adhi Pramono; Sonya Sidjabat; Apriani Riyanti; Hery Purnomo
Journal of Innovative and Creativity Vol. 5 No. 3 (2025)
Publisher : Fakultas Ilmu Pendidikan Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/joecy.v5i3.3826

This study was conducted to examine the extent to which knowledge sharing, learning agility, and creative self-efficacy influence innovative work behavior among creative industry workers in Indonesia. Using a quantitative approach, data were collected through a survey of 120 purposively selected respondents: active workers in the creative industry, aged 20–40, with at least one year of work experience, and directly involved in the creative process. The analysis showed that the research instrument was valid, reliable, and met all classical statistical assumptions. Both simultaneously and partially, the three variables studied significantly influenced innovative work behavior. These findings not only provide theoretical contributions to the development of studies in organizational behavior and human resource management but also offer practical benefits for company management in the creative sector. The results can serve as a basis for designing more targeted employee development strategies, from building a culture of knowledge sharing, enhancing adaptive learning skills, to strengthening employees' confidence in their creative capacity. With these steps, companies will be better prepared to encourage sustainable innovation and strengthen competitiveness amidst increasingly dynamic industrial competition.

The Cyber Loving Approach: A Model for Mitigating Psychosocial Barriers to Treatment in Type C Hospital Patients in the Digital Era Indah Datin Nadliroh; Harry Purnomo Salim; Dita Rachmawati
Eduvest - Journal of Universal Studies Vol. 6 No. 3 (2026): Eduvest - Journal of Universal Studies
Publisher : Green Publisher Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59188/eduvest.v6i3.52352

The development of healthcare services in the digital era requires hospitals not only to improve the quality of medical services but also to pay attention to psychosocial aspects that influence patient satisfaction and loyalty. In Type C hospitals in Indonesia, limited resources and increasing service demands often create psychosocial barriers that may reduce treatment effectiveness and weaken long-term relationships between patients and healthcare providers. This study aims to analyze the influence of service quality dimensions—including technical quality, procedural quality, infrastructural quality, interactional quality, personnel quality, and social support quality—on patient satisfaction and its impact on patient loyalty, with the Cyber Loving Approach as a moderating variable. The research employed a quantitative approach using purposive sampling involving 185 patients from several Type C hospitals in Indonesia. Data were collected through structured questionnaires using a Likert scale and analyzed using Statistical Package for the Social Sciences (SPSS) through validity tests, reliability tests, multiple linear regression, and Moderated Regression Analysis. The results indicate that infrastructural quality, interactional quality, procedural quality, and personnel quality significantly influence patient satisfaction, whereas technical quality and social support quality do not show significant effects. Patient satisfaction was found to have a strong positive influence on patient loyalty. However, the Cyber Loving Approach was not able to significantly moderate the relationship between satisfaction and loyalty. In conclusion, improving service quality—particularly in infrastructure, interaction, service procedures, and staff competence—is essential for increasing patient satisfaction and loyalty in Type C hospitals in the digital era.

Analysis of the Impact of Digital Competency-Based Training and Organizational Culture on Employee Productivity in Industry 4.0 in East Java Dita Rachmawati; Vincensia Devi Dwi Cahyani
JOURNAL KOPERASI DAN MANAJEMEN Vol 7 No 01 (2026): JOURNAL KOPERASI DAN MANAJEMEN
Publisher : STIEKOP MALANG PRESS

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Purpose – This study aims to investigate the effects of digital competency-based training (DCBT) and organizational culture on employee productivity in the context of Industry 4.0 in East Java, Indonesia. It specifically examines whether organizational culture, particularly innovation and support, moderates the relationship between DCBT and employee productivity. Design/methodology/approach – This study employed a quantitative research design using structured questionnaires distributed to 350 employees working in manufacturing and technology-intensive firms in East Java, Indonesia. Multiple regression analysis was used to examine the direct effects of DCBT and organizational culture on employee productivity and to test the moderating effect of organizational culture. Findings – The results indicate that DCBT has a significant positive effect on employee productivity (? = 0.452, p < 0.001), while organizational culture, particularly its innovation and support dimensions, also has a significant positive effect (? = 0.387, p < 0.001). Furthermore, organizational culture significantly moderates the relationship between DCBT and employee productivity, with adaptive and learning-oriented cultures strengthening the effectiveness of digital competency-based training. These findings suggest that technical training alone is insufficient to maximize productivity in the Industry 4.0 era and must be supported by an innovative, adaptive, and learning-oriented organizational environment. Research limitations/implications – This study is limited to employees in manufacturing and technology-intensive firms in East Java, which may restrict the generalizability of the findings to other industries or regions. The cross-sectional design also limits the ability to assess the long-term effects of digital competency-based training. Future research could employ longitudinal designs and examine other organizational factors, such as leadership, employee engagement, digital leadership, and technological readiness. Originality/value – This study contributes to the human resource development and Industry 4.0 literature by integrating digital competency-based training and organizational culture into a unified framework for explaining employee productivity. Its originality lies in demonstrating the moderating role of organizational culture in strengthening the effectiveness of digital competency-based training.

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