Articles
<![CDATA[WORK EXPERIENCE, INTERPERSONAL COMMUNICATION ON PERFORMANCE AND USE OF INFORMATION TECHNOLOGY, AIRCRAFT MAINTENANCE COMPANIES ]]>
<![CDATA[Wulandari Harjanti]]>;
<![CDATA[Tri Wahjoedi]]>;
<![CDATA[Anita Kartika Sari]]>;
<![CDATA[Pompong Budi Setiadi]]>;
<![CDATA[Suhermin Suhermin]]>
<![CDATA[ EKUITAS (Jurnal Ekonomi dan Keuangan) Vol 5 No 4 (2021) ]]>
Publisher : <![CDATA[Sekolah Tinggi Ilmu Ekonomi Indonesia (STIESIA) Surabaya(STIESIA) Surabaya ]]>
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DOI: 10.24034/j25485024.y2021.v5.i4.4840
<![CDATA[Penelitian ini untuk mengkaji peran pengalaman kerja, Keterampilan Komunikasi Interpersonal terhadap Kinerja dan Penggunaan Teknologi Informasi sebagai Moderasi. Data primer diperoleh dari wawancara kepada 61 responden pada Perusahaan Lini Pemeliharaan Pesawat di Surabaya, Indonesia. Unsur-unsur individu dalam organisasi akan menunjukkan perilaku yang berbeda satu sama lain. Ciri-ciri orang ini akan terbawa ketika memasuki lingkungan baru, yang diwujudkan dalam susunan suatu hierarki, pekerjaan, tanggung jawab, dan lainnya. Hasil penelitian ini adalah Pengalaman Kerja tidak berpengaruh signifikan terhadap Kinerja. Keterampilan Komunikasi Interpersonal berpengaruh signifikan terhadap Kinerja. Penggunaan Teknologi Informasi berpengaruh signifikan terhadap Kinerja, tetapi Penggunaan Teknologi Informasi hanya berperan sebagai prediktor antara Pengalaman Kerja terhadap Kinerja dan Keternampilan Komunikasi Interpersonal terhadap Kinerja. Belum ada penelitian yang mengkaji model sebagaimana tersebut di atas. Kajian ini memberikan gambaran tentang aspek-aspek yang harus diperhatikan guna menjaga dan meningkatkan kinerja di suatu departemen yang menjunjung tinggi keselamatan penerbangan.]]>
<![CDATA[PENGARUH SISTEM PELAYANAN, KUALITAS PRODUK TERHADAP PENINGKATAN PENJUALAN DI RESTORAN CEPAT SAJI BURGER KING ]]>
<![CDATA[ERISKA RINDIYANI ERISKA]]>;
<![CDATA[Anita Kartika Sari]]>;
<![CDATA[Lukman Nuzul Hakim]]>
<![CDATA[ KALIANDA HALOK GAGAS Vol. 5 No. 1 (2022) ]]>
Publisher : <![CDATA[Lampung Selatan: Sekolah Tinggi Ilmu Ekonomi Muhammadiyah Kalianda ]]>
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DOI: 10.52655/khg.v5i1.42
<![CDATA[The motivation behind this exploration is to figure out that of the MAP GROUP, namely Burger King Tunjungan Plaza 1 Surabaya, which is known as BK is probably the biggest establishment on the world. The examination strategy utilized isqualitative, which means using the condition of the object naturally. The focus of the researcher is then described according to the applicable rules. The objects in this study are how influential the service system and product quality are to sales at every operating hour of the restaurant open to closing, as well as a survey of consumers who are willing to provide an assessment through the official website with satisfactory results regarding product quality and service every time they visit Burger King Surabaya.]]>
<![CDATA[EMPLOYEE PERFORMANCE ANALYSIS; POST MUTATIONS IMPLEMENTATION AT PT. JASA RAHARJA SURABAYA REPRESENTATIVE ]]>
<![CDATA[Anisa Dita Priutami]]>;
<![CDATA[Leonard Adrie Manafe]]>;
<![CDATA[Anita Kartika Sari]]>
<![CDATA[ International Journal of Economics, Business and Accounting Research (IJEBAR) Vol 7, No 2 (2023): IJEBAR, VOL. 07 ISSUE 02, JUNE 2023 ]]>
Publisher : <![CDATA[LPPM ITB AAS INDONESIA (d.h STIE AAS Surakarta) ]]>
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DOI: 10.29040/ijebar.v7i2.9215
<![CDATA[The aim of research to analyzing employee performance post the employee mutations implementation at PT. Jasa Raharja Surabaya Representative (JRSR). The descriptive qualitative method used in this study, using 5 (five) appropriate informants and supported by research articles and scientific documents. Data collection techniques by observation, interviews and documentation. The research results show that JRSR has implemented the mutation program well. The mutations implementation is carried out by Versatility Transfer (VT) means transferring employees by transferring positions aimed to increasing the capabilities and career employees development. Production Transfer (PT), which means transferring employees with the same or different positions but in different places. Employee performance at JRSR has been well and productive. It could be seen from the employees working hours, the work timeliness on and tasks completion and adjustments to new places and tasks shown well.]]>
<![CDATA[Penerapan Strategi PDCA untuk Meningkatkan Produktivitas Kerja melalui Penguatan Kerja Sama Tim dan Komunikasi Organisasi ]]>
<![CDATA[Eka Nurul Azizah]]>;
<![CDATA[Anita Kartika Sari]]>;
<![CDATA[Tri Wahjoedi]]>;
<![CDATA[Agung Dwi Nugroho]]>;
<![CDATA[Sofyan Lazuardi]]>
<![CDATA[ AMMA : Jurnal Pengabdian Masyarakat Vol. 3 No. 11 : Desember (2024): AMMA : Jurnal Pengabdian Masyarakat ]]>
Publisher : <![CDATA[CV. Multi Kreasi Media ]]>
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<![CDATA[−The activity of community service in this program will try to provide support to increase work productivity at CV. BKM Sidoarjo through the implementation of strategies based on PDCA (Plan-Do-Check-Act). Emphasis is placed on strengthening teamwork and organizational communication to break down big obstacles: a lack of trust between team members, a limitation in the competence of new employees, and an inability to be open with any conflict. The different stages of the process involve problem identification through planning, intense provisioning with simulation and role-playing methods during the 'Do' stage, periodic evaluation in the 'Check' stage, and corrective steps for sustainability in the 'Action' stage. Implementation results indicated a productivity increase of 41% over and above the initial target. This program has succeeded in bringing about a culture of collaboration and efficiency in work. The suggestions for sustainability: to create a continuous provisioning program, besides using the 5-S concept as work environment efficiency support. With such benefits being accrued to them in the process, the case would serve as an invaluable reference for other similar organizations grappling with such obstacles.]]>
<![CDATA[Peran CSR Memoderasi Pengaruh Struktur Modal Terhadap Perusahaan Pertambangan Di BEI 2021-2024 ]]>
<![CDATA[Dita Novitasari]]>;
<![CDATA[Amin Sadiqin]]>;
<![CDATA[Anita Kartika Sari]]>
<![CDATA[ RIGGS: Journal of Artificial Intelligence and Digital Business Vol. 5 No. 2 (2026): Mei-Juli ]]>
Publisher : <![CDATA[Prodi Bisnis Digital Universitas Pahlawan Tuanku Tambusai ]]>
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DOI: 10.31004/riggs.v5i2.8795
<![CDATA[Penelitian ini terdapat tujuan untuk mengetahui bagaimana struktur modal memengaruhi nilai perusahaan, dengan memperhatikan peran Corporate Social Responsibility (CSR) sebagai faktor menengah pada perusahaan di bidang pertambangan yang terdaftar di Bursa Efek Indonesia (BEI) selama periode 2021–2024. Penelitian ini dilakukan karena perusahaan pertambangan sangat bergantung pada pinjaman dana untuk memenuhin keperluan dari biaya operasional, serta semakin tingginya persyaratan untuk menjelaskan tanggung jawab social dan lingkungan yang dimiliki. Metode penelitian yang diterapkan merupakan pendekatan kuantitatif melalui jenis penelitian deskriptif verifikatif. Data penelitian didapatkan dari laporan keberlanjutan perusahaan, dalam total sampel sejumlah 19 perusahaan atau 76 observasi selama empat tahun. Analisis data dilakukan dengan teknik Partial Least Square (PLS) menggunakan aplikasi WarpPLS 8.0. Penelitian mengindikasikan mengenai bagaimana struktur modal berpengaruh negatif dan signifikan terhadap nilai perusahaan. Sementara itu, CSR tidak bisa mengurangi dampak dari pengaruh struktur modal terhadap nilai perusahaan. Temuan ini menunjukkan mengenai penggunaan utang yang relatif tinggi bisa mengurangi nilai perusahaan, dan pengungkapan tentang CSR masih kurang kuat untuk mempengaruhi hubungan tersebut. Penelitian ini mengindikasikan mengenai bagaimana upaya mengelola struktur modal dengan cara yang paling baik dan lebih berpengaruh dalam meningkatkan nilai perusahaan dibandingkan dengan peran CSR sebagai faktor penengah. Penelitian berikutnya sebaiknya menambahkan variabel lainnya yang kemungkinan dapat memengaruhi nilai perusahaan.]]>
<![CDATA[EMOTIONAL INTELLIGENCE AND WORK STRESS ON EMPLOYEE PERFORMANCE THROUGH JOB SATISFACTION ]]>
<![CDATA[Sulaksono Prasetyo]]>;
<![CDATA[Sri Rahayu]]>;
<![CDATA[Anita Kartika Sari]]>
<![CDATA[ Journal Informatic, Education and Management (JIEM) Vol 8 No 2 (2026): AUGUST ]]>
Publisher : <![CDATA[STMIK Indonesia Banda Aceh ]]>
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DOI: 10.61992/jiem.v8i2.372
<![CDATA[This study investigated the effects of emotional intelligence and work stress on employee performance through job satisfaction at the Class III Port Authority of Tanjung Pakis, Indonesia. Using a quantitative approach and PLS-SEM analysis, the findings showed that emotional intelligence, work stress, and job satisfaction positively influenced employee performance. However, emotional intelligence and work stress did not significantly affect job satisfaction, indicating that job satisfaction did not mediate the relationships between these variables and employee performance. The findings contribute to the Job Demands-Resources and Conservation of Resources theories, particularly in the context of Indonesia’s public maritime sector. The study recommends human resource strategies that focus on enhancing emotional competencies, optimizing productive levels of work stress, and implementing separate job satisfaction improvement initiatives to strengthen employee performance.]]>
<![CDATA[ORGANIZATIONAL CHANGE, CULTURE, AND EMPLOYEE PERFORMANCE: MEDIATING ROLE OF JOB SATISFACTION AT KSOP CLASS III TANJUNG PAKIS ]]>
<![CDATA[Suyanti Suyanti]]>;
<![CDATA[Sri Rahayu]]>;
<![CDATA[Anita Kartika Sari]]>
<![CDATA[ Journal Informatic, Education and Management (JIEM) Vol 8 No 2 (2026): AUGUST ]]>
Publisher : <![CDATA[STMIK Indonesia Banda Aceh ]]>
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DOI: 10.61992/jiem.v8i2.374
<![CDATA[Public sector maritime agencies are undergoing comprehensive transformations encompassing organizational restructuring and digital service implementation, yet the mechanisms through which such changes influence employee performance remain inadequately understood. This study examines the effects of organizational change and organizational culture on employee performance, with job satisfaction posited as a mediating variable, within a specific Indonesian port authority context. Employing a quantitative explanatory research design, data were collected from active employees through purposive sampling and analyzed using Partial Least Squares Structural Equation Modeling. The measurement instrument demonstrated robust psychometric properties with satisfactory validity and reliability indices. Results indicate that organizational change exerts a significant positive effect on job satisfaction, while organizational culture demonstrates a significant direct positive effect on employee performance. However, organizational culture does not significantly influence job satisfaction, and job satisfaction fails to significantly affect employee performance. Crucially, job satisfaction does not mediate the relationships between either organizational change or organizational culture and employee performance, indicating that direct mechanisms predominate over indirect psychological pathways in this public sector context. These findings challenge the universal applicability of established mediation models and suggest that institutional constraints and normative compliance mechanisms may supersede individual affective states as performance drivers in highly regulated bureaucratic settings. The study contributes to organizational behavior literature by identifying boundary conditions for mediation theories and offers practical implications for maritime public service managers prioritizing culture-based performance management and sustained capacity-building alongside structural reforms.]]>
<![CDATA[Komunikasi Interpersonal Relawan Pajak Dan Wajib Pajak Orang Pribadi Melayani Pelaporan SPT Via E-Filing ]]>
<![CDATA[Latifah Aisah]]>;
<![CDATA[Anita Kartika Sari]]>
<![CDATA[ Digital Economic, Management and Accounting Knowledge Development (DEMAnD) Vol 4 No 1 (2022): June 2022 ]]>
Publisher : <![CDATA[Universitas Linggabuana PGRI Sukabumi ]]>
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DOI: 10.46757/demand.v4i1.188
<![CDATA[The directorate general of taxes refers to no. Per 12/ pj /2021, tax volunteers were individuals who sincerely assisted in tax activities and assessments about taxation. The purpose of this research is to find interpersonal communications by tax and tax volunteers while serving reporting as annual wpop via e-filling. Qualitative research methods are applied to the research, using the phenomenon approach to refer to a reporting process such as the annual wpop/employee. Data retrieval in this study involves observation and interviews. Research, to use e-filling a taxpayer must be completed in the reporting process such as the principal tax number, no efin, id, kk, and cut evidence. Interpersonal theory that makes it easier to communicate information with the person directly applied by the tax and taxpayers during such a reporting process.]]>
<![CDATA[ANALISIS LINGKUNGAN KERJA DAN SENIORITAS TERHADAP KINERJA SERTA PRODUKTIVITAS KARYAWAN PADA PERUSAHAAN ]]>
<![CDATA[nilam purwaningtyas]]>;
<![CDATA[Anita Kartika Sari]]>
<![CDATA[ Digital Economic, Management and Accounting Knowledge Development (DEMAnD) Vol 4 No 1 (2022): June 2022 ]]>
Publisher : <![CDATA[Universitas Linggabuana PGRI Sukabumi ]]>
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DOI: 10.46757/demand.v4i1.190
<![CDATA[This research was made based on stories and direct observations by the author. This research and analysis aims and has the intention to find out how conditions in the world of work and seniority that occur can affect employee performance and comfort. Conditions in the world of work are often interesting to discuss. Often, seniority behavior still occurs in some workplaces that are carried out by colleagues. The research entitled "Analysis of Work Environment and Seniority on Employee Performance and Productivity in Companies" aims to explore further how seniority that often occurs in companies can affect employee performance and productivity. The data used is based on research in the work environment based on the author's observations. The method used is a qualitative method.]]>
<![CDATA[DRIVING ETHICAL EXCELLENCE: THE ROLE OF AUTHENTIC LEADERSHIP IN VALUE CONGRUENCE, CREATIVITY, AND PERFORMANCE IN INDONESIAN ISLAMIC BANKING ]]>
<![CDATA[Anita Kartika Sari]]>;
<![CDATA[Nanik Kustiningsih]]>;
<![CDATA[Tri Wahjoedi]]>;
<![CDATA[Thinzar Win]]>
<![CDATA[ Jurnal Manajemen dan Kewirausahaan Vol. 28 No. 1 (2026): MARCH 2026 ]]>
Publisher : <![CDATA[Management Study Program, Faculty of Business and Economics, Petra Christian University ]]>
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DOI: 10.9744/jmk.28.1.26-35
<![CDATA[This study bridges the gaps identified in the literature on authentic leadership, value congruence, and personal creativity in influencing employee performance in Islamic banking institutions in Indonesia. The research limits its scope to the instance of PT Bank Syariah Indonesia (BSI) by involving a number of branch offices in the Surabaya area. While previous studies have confirmed the leadership-performance relationship, few have investigated the moderating role of authentic leadership on an Islamic banking context based on ethics and values rooted in Sharia principles. Using a quantitative approach with 98 participants from several BSI branches, data were examined using Structural Equation Modeling (SEM). The results show that authentic leadership highly magnifies the role of value congruence and personal creativity towards Islamic banking performance. The novelty of this study relies on integrating Social Exchange Theory with Islamic values by focusing on achieving a balance between innovation and ethical compliance. In practice, the findings suggest that authentic leadership development programs in Islamic banking institutions need to be reinforced to produce innovation with ethics and to uphold organizational effectiveness.]]>
