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All Journal Journal of Economic, Bussines and Accounting (COSTING) JCRS (Journal of Community Research and Service) JUMAN Tools (Jurnal Manajemen Tools) International Conference of ASEAN Prespective and Policy (ICAP) Jurnal Ilmu Manajemen METHONOMIX Ilomata International Journal of Management JURNAL PIONIR Airlangga Journal of Innovation Management Ilomata International Journal of Management Ilomata International Journal of Social Science Jurnal Ekonomi, Manajemen, Akuntansi dan Keuangan Journal of Research in Social Science and Humanities Indo-MathEdu Intellectuals Journal Journal of Management Analytical and Solution Indo-Fintech Intellectuals: Journal of Economics and Business Journal of Business Management and Economic Development Journal of Management, Economic, and Accounting Multifinance Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah Journal Of Management Analytical and Solution (JoMAS) International Journal of Management, Economic and Accounting
, Nashrudin Setiawan
Universitas Pembangunan Panca Budi
Religion Agriculture, Biological Sciences & Forestry Arts Humanities Civil Engineering, Building, Construction & Architecture Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Engineering Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Mathematics Public Health Social Sciences Other

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ANALISIS KOMITMEN ORGANISASI, IKLIM KERJA DAN PENGEMBANGAN KARIR TERHADAP SEMANGAT KERJA KARYAWAN DI UNIVERSITAS PEMBANGUNAN PANCA BUDI MEDAN , Nashrudin Setiawan
JUMANT Vol 10 No 2 (2018): JURNAL Manajemen Tools
Publisher : UNIVERSITAS PEMBANGUNAN PANCA BUDI

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (565.08 KB)

Abstract

Pada masa sekarang ini banyak persaingan dan tingkat globalisasi yang semakin maju membuat perguruan tinggi maupun organisasi dituntut untuk bertahan serta mampu bersaing dengan kampus lain dan tetap harus eksis untuk menghadapi perkembangan jaman yang semakin maju. Dalam hal itu perlu adanya pengawasan yang baik sehingga suatu pekerjaan dapat tercapai dan menghasilkan tujuan yang telah direncanakan. Komitmen organisasi cenderung akan mendorong karyawan lebih giat bekerja dan menghasilkan kerja yang baik pula. Beberapa faktor lain dalam sumber daya manusia adalah Iklim kerja maupun pengembangan karir dari karyawan agar tetap berjalan serta memajukan dan mendorong universitas agar melakukan usaha menuju persaingan dan menjadikan pemenang. Iklim kerja yang nyaman dapat meningkatkan kinerja. Bagaimana karyawan berkomitmen akan berdampak terhadap semangat kerja dan keinginan untuk pindah kerja. Keberadaan komitmen organisasi merupakan respon efektif di tempat kerja. Karyawan yang mempunyai komitmen tinggi akan bisa menjiwai pekerjaannya. Mereka akan bekerja dengan hati dan pikirannya dan memandang pekerjaannya bukan sebuah beban. Hasil pengujian hipotesissimultan menunjukkan bahwa nilai F hitung 21,556 > F tabel 2,73 dan probabilitas signifikan jauh lebih kecil dari 0,05 yaitu 0,000 < 0,05 maka tolak Ho (terima H1) Dapat disimpulkan bahwa pengawasan, lingkungan kerja dan komitmen kerja secara serempak (simultan) terhadap semangat kerja karyawan pada Universitas Pembangunan Panca Budi Medan. Dengan demikian hipotesis sebelumnya diterima. Dengan kata lain komitmen organisasi, Iklim kerja dan pengembangan karir mempunyai dampak positif terhadap UniversitasPembangunan Panca Budi Medan. Hasil pengujian hipotesis parsial diketahui: Untuk Komitmen organisasi t hitung 4.745> t tabel dan nilai probabilitas signifikan 1.99 > 0,05, maka terima Ho (tolak Hi). Dengan hasil ini dinyatakan pengembangan karir signifikan tidak berpengaruh terhadap semangat kerja karyawan. Untuk Iklim kerja nilai t hitung 2,263 > t tabel dan nilai probabilitas signifikan 1.99 > 0,05, maka tolak Ho (terima Hi). Dengan hasil ini dinyatakan Iklim kerja signifikan berpengaruh terhadap semangat kerja karyawan. Pengembangan Karir nilai t hitung -.173> t tabel dan nilai probabilitas signifikan 1.99 > 0,05, maka tolak Ho (terima Hi). Dengan hasil ini dinyatakan pengembangan karir signifikan tidak berpengaruh terhadap semangat kerja karyawan. Penelitian ini ditujukan untuk membantu Universitas Pembangunan Panca BudiMedan dalam pengamatan terhadap setiap fakultas apakah mampu untuk mempertahankan status akreditasi nilai B dalam Komitmen Organisasi, Iklim kerja maupun Pengembangan Karir .
PENGARUH PENGAWASAN, LINGKUNGAN KERJA DAN KOMITMEN KERJA TERHADAP PRODUKTIVITAS KERJA DI UNIVERSITAS PEMBANGUNAN PANCA BUDI MEDAN , Nashrudin Setiawan
JUMANT Vol 8 No 2 (2017): JURNAL Manajemen Tools
Publisher : UNIVERSITAS PEMBANGUNAN PANCA BUDI

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (520.982 KB)

Abstract

Pada masa sekarang ini banyak persaingan dan tingkat globalisasi yang semakin maju membuat perguruan tinggi maupun organisasi dituntut untuk bertahan serta mampu bersaing dengan kampus lain dan tetap harus eksis untuk menghadapi perkembangan jaman yang semakin maju. Dalam hal itu perlu adanya pengawasan yang baik sehingga suatu pekerjaan dapat tercapai dan menghasilkan tujuan yang telah direncanakan. Pengawasan cenderung akan mendorong karyawan lebih giat bekerja dan menghasilkan kerja yang baik pula. Beberapa faktor lain dalam sumber daya manusia adalah lingkungan kerja maupun komitmen dari karyawan agar tetap berjalan serta memajukan dan mendorong universitas agar melakukan usaha menuju persaingan dan menjadikan pemenang. Lingkungan kerja yang nyaman dapat meningkatkan kinerja. Bagaimana karyawan berkomitmen akan berdampak terhadap produktivitas kerja dan keinginan untuk pindah kerja. Keberadaan komitmen organisasi merupakan respon efektif di tempat kerja. Karyawan yang mempunyai komitmen tinggi akan bisa menjiwai pekerjaannya. Mereka akan bekerja dengan hati dan pikirannya dan memandang pekerjaannya bukan sebuah beban. Penelitian ini ditujukan untuk membantuUniversitas Pembangunan Panca Budi Medan dalam pengamatan terhadap setiap fakultas apakah mampu untuk mempertahankan status akreditasi nilai B dalam pengawasan, lingkungan kerja maupun komitmen kerja . Hasil penelitian ini nantinya akan dipublikasikan dalam artikel ilmiah jurnal nasional yang ber ISSN.
ANALISIS PENGARUH FAKTOR LINGKUNGAN FISIK DAN NON FISIK TERHADAP STRES KERJA DIMANA KOMITMEN KERJA SEBAGAI VARIABEL INTERVENING PADA KANTOR PELAYANAN PAJAK PRATAMA MEDAN KOTA Nashrudin Setiawan
JUMANT Vol 11 No 1 (2019): JURNAL Manajemen Tools
Publisher : UNIVERSITAS PEMBANGUNAN PANCA BUDI

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Abstract

Sumber daya manusia yang ada tidak akan berarti apabila tidak dikelola dengan baik. Sumber daya manusia yang berkualitas dan unggul mempunyai peran penting bagi perusahaan. Dalam perkembangannya sering sekali sebuah perusahaan atau organisasi mengabaikan kebutuhan seorang karyawan dalam bekerja secara maksimal. Tentunya untuk meningkatkan kualitas seorang karyawan tidak selalu diukur dengan materi ataukesejahteraan hari tua saja. Perlunya memperhatikan kebutuhan lain dari seorang karyawan agar dapat bekerja dengan hasil yang maksimal dan konsistenLingkungan Kerja Fisik (X1) terhadap Stres Kerja (Y) tidak memiliki pengaruh yang signifikan dan memiliki korelasi negatif terhadap stress kerja dengan nilai Koefisien regresi sebesar -0,227. Lingkungan Kerja Non Fisik (X2) terhadap Stres Kerja (Y) memiliki pengaruh yangsignifikan dan memiliki korelasi positif terhadap stress kerja dengan nilai Koefisien regresi sebesar 0,448. Pengaruh Komitmen Kerja terhadap Stres Kerja memiliki pengaruh yang signifikan dan memiliki korelasi positif dengan nilai Koefisien regresi sebesar 0,408. Perusahaan melakukan penilaian kesehatan karyawan lebih lanjut khususnya stres kerja agar perusahaan dapat melihat kondisi karyawan tersebut untukmenghindari adanya dampak-dampak dari stres kerja yang tidak diinginkan.
PERANAN PERSAINGAN DALAM MENINGKATKAN KUALITAS PELAYANAN (Resistensi Terhadap Transformasi Organisasional) Nashrudin Setiawan
JUMANT Vol 6 No 1 (2016): JURNAL Manajemen Tools
Publisher : UNIVERSITAS PEMBANGUNAN PANCA BUDI

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Abstract

Persaingan global yang makin intensif, teknologi yang berkembang pesatpergeseran demografi, keadaan perekonomian yang fluktuatif , dan perubahan-perubahandinamis lainnya telah memicu perubahan kondisi lingkungan di sekitar organisasi.Lingkungan bisnis telah mengalami perubahan, lingkungan yang mulanya stabil, dapatdiprediksi, berubah menjadi lingkungan yang penuh ketidakpastian, kompleks dan cepatberubah.
Testing the Effect of Job Placement and Career Development on Employees Performance Nashrudin Setiawan
International Conference of ASEAN Prespective and Policy (ICAP) Vol 1 No 1 (2018): INTERNATIONAL CONFERENCE OF ASEAN PERSPECTIVE AND POLICY (ICAP)
Publisher : International Conference of ASEAN Prespective and Policy (ICAP)

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Abstract

The municipal education office of Medan has an educational motto for all residents of Medan City who have equal rights to get the education, and all educators for the community have a role to educate by their abilities. The problem in this research is whether job placement and career development have a positive and significant effect on the performance of Medan municipality education officials simultaneously and partially. The purpose of this study is to examine the effect of simultaneous and partial of job placement and career development on employee performance. Test results show that F-count has a value of 40.330 and a significant probability of 0.00 < 0.05; the conclusion is career development and job placement have the significant effect on employees performance simultaneously. Therefore, the first hypothesis is confirmed and acceptable. Partial test results show the t-value of 5,729 of the job placement > value t-table 1.672, and significance 0.000 < 0.05. These results proved job placements partially have a positive and significant impact on employees performance. The conclusion is that the proposed hypothesis is confirmed and accepted. Furthermore, the test results partially show the value t-count 5,499 of career development > value t-table 1.672, and significance 0.000 < 0.05. The results of this test proved partially career development have a positive and significant impact on employees performance. Therefore, the researcher's proposed hypothesis is accepted. The results of data processing also show Adjusted R square is worth 0.571 and shows 57.1% contribution of career development variables and job placement on employees performance. Meanwhile, other factors contribute 42.9% worth such as motivation, incentives, and training which are not discussed in this study.
Recruitment Analysis on Employee Performance With Variable Control As Moderating On Manufacturing Company Nashrudin Setiawan; Emi Wakhyuni; Nur Afrina Siregar
Ilomata International Journal of Management Vol 1 No 3 (2020): July 2020
Publisher : Yayasan Ilomata

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (455.277 KB) | DOI: 10.52728/ijjm.v1i3.69

Abstract

The analysis of this study aims to determine whether recruitment positive and significant effect on the performance of employees in the Manufacturing Company. To know able to moderate recruitment monitoring the performance of employees in the Manufacturing Company. Data analysis technique used is quantitative method with SPSS version 16.0. This study uses regression analysis moderating. The population in this study were all employees Manufacturing Company, and a sample of 44 respondents. The primary data using questionnaires. The results showed that recruitment positive and significant effect on the performance of employees in the Manufacturing Company. Supervision able to moderate recruitment to employee performance on a Manufacturing Company
ANALYSIS OF EMOTIONAL INTELLIGENCE AND WORK DISCIPLINE ON EMPLOYEE PERFORMANCE WITH ORGANIZATIONAL COMMITMENT AS AN INTERVENING VARIABLE Nashrudin Setiawan; Renny Maisyarah; Rosina Harahap
Airlangga Journal of Innovation Management Vol. 1 No. 2 (2020): Airlangga Journal of Innovation Management
Publisher : Universitas Airlangga

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.20473/ajim.v1i2.21906

Abstract

This study aims to determine whether emotional intelligence partially has a positive and significant effect on employee performance at PT Jaya Teknik Indonesia. Does work discipline partially have a positive and significant effect on employee performance at PT Jaya Teknik Indonesia. Does emotional intelligence affect employee performance through organizational commitment to PT Jaya Teknik Indonesia. Does work discipline affect employee performance through organizational commitment to PT Jaya Teknik Indonesia. The data analysis technique used is the associative method with the help of the SPSS version 16.0 program. This study uses the classic assumption test, multiple linear regression analysis, t test, F test, determination test and path analysis test. The population in this study were all employees of PT Jaya Teknik Indonesia, and a sample of 60 respondents. Taking primary data using a questionnaire. The results showed that emotional intelligence partially had a positive and significant effect on employee performance at PT Jaya Teknik Indonesia. Does work discipline partially have a positive and significant effect on employee performance at PT Jaya Teknik Indonesia. Does emotional intelligence affect employee performance through organizational commitment to PT Jaya Teknik Indonesia. Does work discipline affect employee performance through organizational commitment to PT Jaya Teknik Indonesia Does work discipline partially have a positive and significant effect on employee performance at PT Jaya Teknik Indonesia. Does emotional intelligence affect employee performance through organizational commitment to PT Jaya Teknik Indonesia. Does work discipline affect employee performance through organizational commitment to PT Jaya Teknik Indonesia Does work discipline partially have a positive and significant effect on employee performance at PT Jaya Teknik Indonesia. Does emotional intelligence affect employee performance through organizational commitment to PT Jaya Teknik Indonesia. Does work discipline affect employee performance through organizational commitment to PT Jaya Teknik Indonesia.
Balance Scorecard Analysis of Increasing MSME Income During the Covid 19 Pandemic in Samosir District Nashrudin Setiawan; Emi Wakhyuni; Abdi Setiawan
Ilomata International Journal of Social Science Vol 2 No 4 (2021): October 2021
Publisher : Yayasan Ilomata

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (298.846 KB) | DOI: 10.52728/ijss.v2i4.357

Abstract

Micro, Small and Medium Enterprises (MSMEs) are the lifeblood of the regional and national economy. In general, MSMEs in the national economy have the following roles: (1) as the main actors in economic activities, (2) the largest provider of employment, (3) important players in local economic development and community empowerment, (4) creating new markets and sources of innovation, and (5) its contribution to the balance of payments. In addition, MSMEs also have an important role, especially in the perspective of employment opportunities and sources of income for the poor, income distribution and poverty reduction, and MSMEs also play a role in rural economic development. The existence of the 2019 Coronavirus disease (Covid 19 pandemic) at the end of 2019 became an international problem, including in Indonesia. The COVID-19 pandemic has had economic, social, and and politics in almost all countries, including Indonesia. The economic impact of the COVID-19 pandemic has also been felt by the MSME sector in Samosir Regency. The impact caused by this pandemic includes 5 aspects, namely 1) Sales aspects. The average decline in MSME sales is 61%, 2) Aspects of operating profit. The average decrease in operating profit is 62%, 3) Capital aspect. The number of MSMEs experiencing capital problems increased to 71.4%, 4) Aspects of the number of employees. In this aspect, MSMEs reduced the number of employees by 22%, and 5) Aspects of the ability to pay bank installments. Almost all MSME actors (especially micro-enterprises) experience problems in carrying out their obligations to banks. This study also found that MSME actors in Samosir Regency had implemented an online sales strategy, although not all. The number of MSMEs that carry out online strategies has increased during the Covid 19. The survival ability of MSMEs that sell online is stronger than MSMEs that only sell offline.
PENGARUH HUBUNGAN INTERPERSONAL DAN EFEKTIVITAS KERJA TERHADAP KUALITAS PELAYANAN PUBLIK (STUDI EMPIRIS PADA KANTOR BASARNAS MEDAN) Nashrudin Setiawan; Hasrul Azwar Hasibuan; Abdi Setiawan
Jurnal Ilmu Manajemen METHONOMIX Jurnal Ilmu Manajemen METHONOMIX Vol. 1 No. 2 (2018)
Publisher : Fakultas Ekonomi Universitas Methodist Indonesia

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Abstract

This research aims to analyze the effect of interpersonal relationships and work effectiveness on public service quality in the National SAR Agency (BASARNAS). This research is a quantitative research using 53 respondents as the samples. A multiple regression analysis was used to analyse the data. The research findings indicate that the interpersonal relationships and work effectiveness have a positive and significant effect on the public services quality.
Recruitment Analysis on Employee Performance With Variable Control As Moderating On Manufacturing Company Nashrudin Setiawan; Emi Wakhyuni; Nur Afrina Siregar
Ilomata International Journal of Management Vol 1 No 3 (2020): July 2020
Publisher : Yayasan Ilomata

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52728/ijjm.v1i3.69

Abstract

The analysis of this study aims to determine whether recruitment positive and significant effect on the performance of employees in the Manufacturing Company. To know able to moderate recruitment monitoring the performance of employees in the Manufacturing Company. Data analysis technique used is quantitative method with SPSS version 16.0. This study uses regression analysis moderating. The population in this study were all employees Manufacturing Company, and a sample of 44 respondents. The primary data using questionnaires. The results showed that recruitment positive and significant effect on the performance of employees in the Manufacturing Company. Supervision able to moderate recruitment to employee performance on a Manufacturing Company
Co-Authors Abdi Setiawan Abdi Setiawan Azianda, M. Sultan Cahaya Adhan Dini Darmilisani, Darmilisani Fajar Hidayah Tullah Ginting, Ice Lediana Br Hasrul Azwar Hasibuan Melyng, Navisa Tan Muhammad Alfahmi Muhammad Yalzamul Insan Natasha, Aisyah Nurafrina Siregar Putri, Dwi Ananda Renny Maisyarah Rindi Andhika Rosina Harahap Sinulingga, Putri Windari Siti Maurizka Chairunisa Slamet Widodo Teguh Waluyo Virlanda Ashara Wakhyuni, Emi Waruwu, Ahmad Aswan