Article Per Year (5 Year)
p-Index From 2021 - 2026
8.95
P-Index
This Author published in this journals
All Journal Jurnal Ekonomi, Bisnis dan Kewirausahaan (JEBIK) Value Added: Majalah Ekonomi & Bisnis Fokus Bisnis Ikonomika : Jurnal Ekonomi dan Bisnis Islam Bisma: Jurnal Bisnis dan Manajemen Jurnal Math Educator Nusantara: Wahana Publikasi Karya Tulis Ilmiah di Bidang Pendidikan Matematika Logista: Jurnal Ilmiah Pengabdian Kepada Masyarakat Accounting and Management Journal BISECER (Business Economic Entrepreneurship) Jurnal E-Bis: Ekonomi Bisnis Madani : Indonesian Journal of Civil Society Community Empowerment JURPIKAT (Jurnal Pengabdian Kepada Masyarakat) Medikonis Majalah Ilmiah Manajemen dan Bisnis Jurnal Ekonomi dan Teknik Informatika Jurnal Ilmiah Mahasiswa Manajemen, Bisnis dan Akuntansi Jurnal Riset Akuntansi dan Bisnis Indonesia Reviu Akuntansi, Manajemen, dan Bisnis Relevance: Journal of Management and Business Jurnal Pengabdian Masyarakat Nusantara Jurnal Ekonomi dan Bisnis Digital Jurnal Penelitian Ekonomi Manajemen dan Bisnis Jurnal Publikasi Ilmu Manajemen Mimbar Administrasi Mandiri Jurnal Riset Manajemen Jurnal Riset Manajemen dan Ekonomi House of Management and Business Journal Jurnal Manuhara: Pusat Penelitian Ilmu Manajemen Dan Bisnis Triwikrama: Jurnal Ilmu Sosial Neraca Manajemen, Akuntansi, dan Ekonomi Liberosis: Jurnal Psikologi dan Bimbingan Konseling Jurnal Ekonomi Bisnis Manajemen dan Akuntansi (Jebisma) Jurnal Inovasi Bisnis Manajemen dan Akuntansi Beru'-beru': Jurnal Pengabdian kepada Masyarakat JianE (Jurnal Ilmu Administrasi Negara) Jurnal Manajemen Kewirausahaan dan Teknologi JCSE: Journal of Community Service and Empowerment Pelita : Jurnal Penelitian, Terapan dan Aplikatif Journal of Community Research & Engagement (JCRE) Jipmas : Journal Inovasi Pengabdian Masyarakat Darma Abdi Karya: Jurnal Pengabdian Kepada Masyarakat Jurnal Akuntansi Pajak dan Manajemen JMAEKA: Jurnal Manajemen Ekonomi Akuntansi Jurnal Manajemen dan Inovasi Kewirausahaan Jurnal Ilmu Manajemen dan Bisnis (JURMANIS) Journal of Literature Review Sigma: Jurnal Sinergi Mengabdi
Dani Rizana
Universitas Putra Bangsa
Religion Agriculture, Biological Sciences & Forestry Arts Humanities Computer Science & IT Decision Sciences, Operations Research & Management Dentistry Economics, Econometrics & Finance Education Environmental Science Health Professions Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Public Health Social Sciences Veterinary Other

Published : 76 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 76 Documents
Search

 4   5   6   7   8 
Pengaruh Komitmen Organisasi terhadap Kinerja Karyawan: Systematic Literature Review Liling Silviana; Qori Titian Rahayu; Dani Rizana
Jurnal Publikasi Ilmu Manajemen Vol. 4 No. 4 (2025): Desember: Jurnal Publikasi Ilmu Manajemen
Publisher : Lembaga Pengembangan Kinerja Dosen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/jupiman.v4i4.5748

Abstract

Employee performance is one of the strategic components that influence organizational sustainability and competitive advantage in facing the dynamics of the business environment. Using a Systematic Literature Review (SLR) approach, this study aims to analyze the effect of organizational commitment on employee performance. Relevant and high-quality empirical research results were identified, selected, and synthesized through SLR. Data were obtained from the Scopus and Google Scholar databases based on the criteria of articles published in the last five years. Literature selection was carried out systematically through the stages of keyword determination, screening based on inclusion and exclusion criteria, and analysis of research substance. The study shows that organizational commitment significantly affects employee performance. Employees who are highly committed to the company tend to be more productive, loyal, and have better work quality. In addition, it was proven that continuous, affective, and normative commitment improves individual and overall organizational performance. These findings show the importance of management in building and maintaining organizational commitment so that employee performance continues to improve. This study is expected to provide theoretical and practical references for researchers and human resource practitioners.
Mekanisme Peningkatan Perilaku Kerja Inovatif UMKM melalui Psycap dan Work Engagement: (Studi Hubungan Berbasis SLR) Hardiyanto Hardiyanto; Alfian Alfian; Dani Rizana
Jurnal Publikasi Ilmu Manajemen Vol. 5 No. 1 (2026): Jurnal Publikasi Ilmu Manajemen
Publisher : Lembaga Pengembangan Kinerja Dosen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/jupiman.v5i1.6491

Abstract

The increasingly dynamic business environment requires business actors to continuously innovate in order to maintain their competitiveness. In this context, Innovative Work Behavior (IWB) has become a crucial factor influenced by various psychological aspects, particularly Psychological Capital (PsyCap) and Work Engagement (WE). Although the relationships among these variables have been widely investigated, previous studies have reported inconsistent findings and have predominantly focused on formal organizational settings, while research in Micro, Small, and Medium Enterprises (MSMEs) remains limited. This study aims to synthesize empirical findings on the relationships among Psychological Capital, Work Engagement, and Innovative Work Behavior, while identifying research gaps and future research opportunities in the MSME context. This study employed a Systematic Literature Review (SLR) approach following the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines. A total of 20 journal articles published between 2022 and 2025 were selected based on predetermined inclusion and exclusion criteria and analyzed using thematic synthesis. The findings indicate that Psychological Capital consistently has a positive influence on both Work Engagement and Innovative Work Behavior. Furthermore, Work Engagement serves as a significant mediating mechanism linking Psychological Capital to Innovative Work Behavior. This review also reveals the limited number of studies conducted within the MSME context, particularly among government-assisted MSMEs. Therefore, future research is recommended to examine the Psychological Capital–Work Engagement–Innovative Work Behavior model across different MSME settings to enrich both theoretical and practical perspectives in human resource management.
Pengaruh Pengembangan Karir terhadap Komitmen Organisasi: Systematic Literature Review Larasati HaningTiyas; Afifatul Khoeriyah; Mohammad Bagus Alfinnur; Dani Rizana
Jurnal Manuhara : Pusat Penelitian Ilmu Manajemen dan Bisnis Vol. 4 No. 1 (2026): Januari : Jurnal Manuhara : Pusat Penelitian Ilmu Manajemen dan Bisnis
Publisher : Asosiasi Riset Ilmu Manajemen Kewirausahaan dan Bisnis Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61132/manuhara.v4i1.2446

Abstract

This study aims to conduct a Systematic Literature Review (SLR) regarding the influence of career development on organizational commitment. Based on the analysis of various scientific articles, career development is an important approach in human resource management, which focuses on improving employees’ skills, enthusiasm, and readiness to face job challenges and promotion opportunities. On the other hand, organizational commitment refers to the emotional connection that employees have with their workplace, which includes aspects of emotional attachment, obligation, and enduring bonds. The results of the systematic literature review indicate that many previous studies have found a strong and positive correlation between career development and organizational commitment. Workers who are aware of support for their career development, including training programs, mentoring, or predetermined career paths, generally show a higher level of dedication to their organization. Furthermore, various studies have shown that career development can also have an indirect effect on organizational commitment through mediating factors such as job satisfaction, work motivation, and employee performance. However, several studies have shown that career development does not always have a significant impact on organizational commitment, particularly in organizations without a structured career system or when employees have negative perceptions of career opportunities. These varying results highlight the existence of contextual factors that influence the relationship between variables. Overall, this study offers in-depth insights into the significance of career development as a strategic factor in enhancing organizational commitment, along with suggestions for organizations and future researchers conducting similar studies.
Perencanaan Strategis Pengembangan SDM Berbasis Kompetensi pada Sektor Publik : Systematic Literature Review Danny Herawan; M. Alghany Akbar; Dani Rizana
Jurnal Penelitian Ekonomi Manajemen dan Bisnis Vol. 5 No. 2 (2026): Jurnal Penelitian Ekonomi Manajemen dan Bisnis
Publisher : Lembaga Pengembangan Kinerja Dosen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/jekombis.v5i2.6492

Abstract

This study aims to analyze the Strategic Planning of Competency-based human resource development in public sector organizations through a Systematic Literature review (SLR) approach. The research is motivated by the demands of bureaucratic reform, changes in organizational structure, and the need for public organizations to develop the competencies of their apparatus to improve the performance and quality of public services. The research method uses the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines. Data were collected through Google Scholar and Crossref databases with the help of Harzing's Publish or Perish application. Based on the established inclusion and exclusion criteria, 10 articles consisting of eight scientific journals, one proceeding, and one book chapter were obtained as analysis materials. The results of the study indicate that Strategic Planning of human resource development must be integrated with organizational strategy to identify, develop, and maintain core competencies that support the achievement of organizational goals. Competency development needs to focus on the dimensions of Knowledge, Skills, Abilities, and Other Characteristics (KSAOs) as the basis for Competency-based human resource management. In addition, integrated Strategic Planning has been proven to increase organizational effectiveness, encourage superior employee performance, and create sustainable competitive advantage through human capital development. Therefore, public sector organizations need to systematically develop strategic human resource development plans, taking into account the current organizational conditions, the competencies they want to achieve, and appropriate strategies to address Competency gaps.
Sistem Kompensasi dan Kinerja Pegawai: Sintesis Teoretis, Tren Kontemporer, dan Agenda Riset Masa Depan Ida Lestari; Muhammad Afif Aldi; Dani Rizana
Jurnal Penelitian Ekonomi Manajemen dan Bisnis Vol. 5 No. 2 (2026): Jurnal Penelitian Ekonomi Manajemen dan Bisnis
Publisher : Lembaga Pengembangan Kinerja Dosen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/jekombis.v5i2.6523

Abstract

This study aims to conduct a systematic literature review on the dynamics of the relationship between compensation and employee performance in the contemporary human resource management landscape. Using the PRISMA protocol, an analysis was conducted of 25 articles from SINTA-accredited national journals published between 2020 and 2026. The synthesis results show a shift in the research paradigm; compensation studies are no longer dominated by purely financial dimensions (base salary), but have transformed towards the concepts of Total Rewards and E-Compensation, particularly in the digital era and post-pandemic. Work motivation, job satisfaction, and work discipline were found to be the most dominant mediator and moderator variables in bridging the influence of compensation on performance. The theoretical implications of this study reinforce the urgency of Social Exchange Theory and Equity Theory in explaining the effectiveness of compensation. Practically, this article provides guidance for organizations to design adaptive, competitive, and technology-based compensation policies to stimulate optimal employee performance in the current era of industrial volatility.
Systematic Literature Review: Kontribusi Pelatihan dan Pengembangan SDM terhadap Kinerja Karyawan Putri Dewi Santyka; Ana Wasilatunni’mah; Fitria Istikmah; Dani Rizana
Jurnal Ilmu Manajemen dan Bisnis Vol. 2 No. 01 (2026): Jurnal Ilmu Manajemen dan Bisnis
Publisher : LEMBAGA PENELITIAN DAN PENGABDIAN MASYARAKAT UNIVERSITAS SAPTA MANDIRI

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.65369/rcq18v63

Abstract

Abstrak: Penelitian ini bertujuan untuk mengkaji secara sistematis kontribusi pelatihan dan pengembangan sumber daya manusia (SDM) terhadap peningkatan kinerja karyawan pada berbagai konteks organisasi. Dengan menggunakan metode Systematic Literature Review (SLR), penelitian ini menganalisis 15 studi empiris yang terbit pada periode 2019–2025 melalui proses identifikasi, penyaringan, dan seleksi berdasarkan pedoman PRISMA. Analisis difokuskan pada hubungan antara pelatihan, pengembangan SDM, dan kinerja karyawan beserta faktor pendukung maupun penghambatnya. Hasil kajian menunjukkan bahwa pelatihan berperan penting dalam meningkatkan kemampuan teknis, efisiensi kerja, dan adaptabilitas karyawan, sedangkan pengembangan SDM mendorong pertumbuhan kompetensi jangka panjang, motivasi, serta kesiapan karier. Beberapa penelitian menegaskan bahwa motivasi, keterlibatan kerja, dan kompetensi karyawan menjadi variabel mediasi yang memperkuat pengaruh pelatihan terhadap kinerja. Meskipun memberikan dampak positif, implementasi pelatihan dan pengembangan masih menghadapi hambatan seperti keterbatasan sumber daya, kurangnya keselarasan dengan strategi organisasi, dan minimnya dukungan pimpinan. Secara keseluruhan, hasil sintesis menyimpulkan bahwa pelatihan dan pengembangan SDM memberikan kontribusi signifikan terhadap peningkatan kinerja karyawan, baik secara langsung maupun melalui faktor psikologis dan perilaku. Oleh karena itu, organisasi perlu merancang program pelatihan yang relevan, berkelanjutan, dan selaras dengan kebutuhan strategis untuk memperkuat kapabilitas SDM dan meningkatkan daya saing.
Co-Authors Abda Abda Adinda Kinaryosih Afifatul Khoeriyah Ahmad Syarif Mutsanna Ahmad Syarifudin Aisyah Setianingsih Akhmad Syarifudin Alfian Alfian Alfian Setiawan Almas Nur Falah Alvin Rakhman Raharjo Alya Ellyta Naufalia Amanda Pradita Nurul Febrianti Amelia Putri Aminalul , Safira Ana Wasilatunni’mah Anita Susanti Anton Prasetyo Arifin, Sufyan Arifin, Suryana Arum Dwi Nurrohmah Astuti, Novia Rindi Puji Awaludin Abid Aziz Shofiyurrohman Baehaqi, Muhammad Bambang Setiarto Bara Fadihila Haly Cahyono, Ragil Setyo Danny Herawan Deni Ardiansah Dini Kusumawati Dini Kusumawati Eka Safitri Eko Wardoyo Ella Alicia Nur Affiffah Eriko Dwi Handoko Erlagista Eka Saputri Fadilah Muslihatun Fahmi Aqil Saputra Faiqoh Riski Wulandari Fajar Tri Wahyuningsih Falah, Almas Nur Fani Putri Lestari Fitra, Joko Fitra, Joko Fitria Istikmah Gunarso Wiwoho Handoko, Eriko Dwi Hardiyanto Hardiyanto Heni Yuniarti Hikmah Ayu Kinanti Ibnu Ngabas Ida Lestari Ika Neni Kristanti Ilhan Bayu Prasetyo Indah Rohyani, Indah Irawan Wibisonya Irfan Helmy Irfan, Helmy Isti Rokhanah Istiqomah, Anisa Joko Fitra Joko Fitra Krisna Nur Afrizal Laela Rahmaniya Marzukoh Larasati HaningTiyas Liling Silviana Lintang Nareswarajati M. Alghany Akbar Ma'rufah, Zain Kholisotul Makhfiroh, Vikka Putri Miftahul Huda Miranda Dwi Nengsi Mohammad Bagus Alfinnur Mohammad Hakim Maulana Muh.Khoeri Muhammad Afif Aldi Muhammad Baehaqi Mukhamad Fauzan Sidik Nani Triana Naryananda, Habib Pijar Bawana Nia Rahmawati Novi Mayasari Novia Rindi Puji Astuti Nur Hidayah Isnaeni Nur Latifa Hanim Pravidaningrum Nurul Sulistianingsih Pinky Flora Eka Tantri Pravidaningrum, Nur Latifa Hanim Prihartini Budi Astuti Puspita, Fani Putri Adella Finata Putri Dewi Santyka Qori Titian Rahayu Qorni, Faishal Ragil Setyo Cahyono Rahma Anita Sari Rahmawati, Alifia Beti Reni Suci Wahyuni Reszia Nurul Febri Diani Rifa Sulthonah Rizal Dwi Saputro Rizki Agustina Rohmat Khoirul Anam Saputra, Fahmi Aqil Saryatun Septia Nur Rachma Shelly Dyah Aprilia Siti Karimatul Abadiyah Suprayogi Pamungkas Supriono Talisha Piknadia Ivanka Tutut Desti Ayuningtyas Vikka Putri Makhfiroh Vivi Anistyaningrum Wisnu Prasojo Wiwit Panggihraharjo Wulan Purnamasari Wulandari, Faiqoh Riski Yogatama Bunadi Putra Yuli Astriana Yusuf Zul Khajar Zaki Saputra Zelika Fatatun Malikhatun