Articles
<![CDATA[Impact of Success Expectations, Motivation and Team Behavior on Entrepreneurship Learning Outcomes in Higher Education ]]>
<![CDATA[Harif Amali Rivai]]>;
<![CDATA[Rahmat Eka Putra]]>;
<![CDATA[Hendra Lukito]]>;
<![CDATA[Rebi Fara Handika]]>
<![CDATA[ Jurnal Manajemen Universitas Bung Hatta Vol. 18 No. 1 (2023): Jurnal Manajemen Universitas Bung Hatta ]]>
Publisher : <![CDATA[Management Department, Faculty of Economics and Business, Universitas Bung Hatta ]]>
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DOI: 10.37301/jmubh.v18i1.20870
<![CDATA[While there is ample evidence to support the direct impact of success expectations on academic achievement, little research has explored the motivational mechanisms that mediate success expectations–learning outcomes in the entrepreneurial context and student learning environment, and such studies are needed to understand how and why success expectations affect learning outcomes. For this purpose, it integrates the social cognitive approach of the theory of planned behavior (TPB) and the organismic theory of motivation of self-determination theory (SDT). More specifically, it tests the role of success expectations, motivation, and learning outcomes in the form of business ideas in an indirect conditional process where team behavior becomes a contextual variable. The sample consist of 231 students at several universities in Indonesia. Data is analyzed using structural equation modeling (SEM). The results show that students' motivation acted as a mediator between success expectations and learning outcomes, and team behavior strengthens the relationship. These results provide empirical evidence to better understand the mechanism of the success expectation–learning outcome. The implications of these findings are then discussed for teaching and learning in universities.]]>
<![CDATA[Pengaruh job insecurity, kepuasan kerja, dan komitmen organisasional terhadap intensi turnover pada dosen institut teknologi padang ]]>
<![CDATA[Melani Novia Putri]]>;
<![CDATA[Harif Amali Rivai]]>
<![CDATA[ JURNAL MANAJEMEN Vol 11, No 1 (2019): Januari ]]>
Publisher : <![CDATA[Faculty of Economics and Business Mulawarman University ]]>
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DOI: 10.30872/jmmn.v11i1.4552
<![CDATA[Penelitian ini bertujuan menganalisis pengaruh job insecurity, kepuasan kerja dan komitmen organisasional terhadap intensi turnover pada dosen Institut Teknologi Padang (ITP). Jumlah populasi pada penelitian ini sebanyak 79 orang dosen. Jumlah sampel yang diambil sebanyak 66 orang dosen. Pengujian validitas sampel dilakukan dengan uji loading factor dan average variance extracted (AVE) sedangkan pengujian reliabilitas menggunakan uji internal consistency berdasarkan nilai composite reliability. Uji validitas dengan loading factor dan nilai AVE menunjukkan nilai yang valid. Pengujian reliabilitas dengan uji internal consistency mempunyai nilai composite reliability yang memenuhi kriteria. Berdasarkan hasil pengujian, semua pernyataan indikator variabel telah memenuhi kriteria validitas dan realibilitas. Hasil uji hipotesis dengan SmartPLS menunjukkan bahwa job insecurity berpengaruh positif dan tidak signifikan, kepuasan kerja berpengaruh negatif dan signifikan serta komitmen organisasional berpengaruh negatif dan signifikan terhadap intensi turnover dari dosen ITP. Job insecurity pada dosen ITP rendah yang artinya dosen merasa aman terhadap pekerjaannya dan tidak ada kekhawatiran yang tinggi terhadap kemungkinan kehilangan pekerjaan. Kepuasan kerja sudah baik yang berarti kecil kemungkinan adanya dosen yang berhenti/pindah dari ITP. Komitmen organisasional juga sudah baik sehingga kecil kemungkinan adanya dosen yang berhenti/pindah dari ITP.]]>
<![CDATA[The effect of job promotion and work environment on job satisfaction with work motivation as a moderating variable : case study of lecturers Politeknik ATI Padang ]]>
<![CDATA[Indah Arisaq]]>;
<![CDATA[Harif Amali Rivai]]>;
<![CDATA[Hendra Lukito]]>
<![CDATA[ Enrichment : Journal of Management Vol. 12 No. 6 (2023): February: Management Science And Field ]]>
Publisher : <![CDATA[Institute of Computer Science (IOCS) ]]>
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DOI: 10.35335/enrichment.v12i6.1127
<![CDATA[This study aims to obtain empirical evidence regarding the effect of job promotion and work environment on job satisfaction with work motivation as a moderating variable. This research was conducted at Politeknik ATI Padang. The sampling technique is the saturated sample method, so the population of respondents used is all permanent lecturers at the Politeknik ATI Padang of 65 lecturers. The analytical method used is descriptive statistical analysis using SmartPLS 3.0. Based on the results of research testing shows that job promotion has a positive and significant effect on job satisfaction; work environment has a positive and significant effect on job satisfaction; work motivation has a positive and significant effect on employee performance ; job promotion has no on job satisfaction with work motivation as a moderating variable; work environment has a positive and significant effect on job satisfaction with work motivation as a moderating variable. Based on the results R square value was 0.642, means that 64.2% of the job satisfaction of lecturers at the Politeknik ATI Padang is explained by the variables of promotion, work environment and work motivation. While the remaining 35.8% is influenced by other variables not explained in this study.]]>
<![CDATA[Influence of Workload and Compensation on Job Satisfaction in the Accommodation Service Sector with Work Life Balance as Moderating Effect ]]>
<![CDATA[Rolan Adhytia Lando]]>;
<![CDATA[Hendra Lukito]]>;
<![CDATA[Harif Amali Rivai]]>
<![CDATA[ Enrichment : Journal of Management Vol. 12 No. 6 (2023): February: Management Science And Field ]]>
Publisher : <![CDATA[Institute of Computer Science (IOCS) ]]>
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DOI: 10.35335/enrichment.v12i6.1133
<![CDATA[Job satisfaction in every company has a different level. This research tries to test job satisfaction with compensation and workload as independent variables at Pangeran Beach Hotel Padang as an accommodation company in the service sector. Using work life balance as moderator, this study distributed questionnaires to 64 out of 125 employees who had been screened using a purposive sampling technique. The results of the data obtained were processed by descriptive analysis using SmartPLS 3.0 and it was found that workload had a negative and significant effect on job satisfaction, compensation and work life balance had no effect on job satisfaction, and work life balance moderated the relationship between workload and compensation on job satisfaction. In this research, there is 32.8% of value where job satisfaction can be influenced by other variables and not explained and can be given number of respondents or variable variations as an alternative for limitations.]]>
<![CDATA[The effect of competence and work discipline on employee performance with work motivation as a mediating variable ]]>
<![CDATA[Herry Pratama]]>;
<![CDATA[Harif Amali Rivai]]>;
<![CDATA[Hendra Lukito]]>
<![CDATA[ Enrichment : Journal of Management Vol. 12 No. 6 (2023): February: Management Science And Field ]]>
Publisher : <![CDATA[Institute of Computer Science (IOCS) ]]>
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DOI: 10.35335/enrichment.v12i6.1157
<![CDATA[This study aims to obtain empirical evidence regarding the effect of competence and work discipline on employee performance with work motivation as a mediating variable at the Regional Revenue Agency of West Sumatra Province. The population in this study were all employees of the Regional Revenue Agency of West Sumatra Province. The sampling technique is the sample method is by probability sampling with a total of 118 samples. The analytical method used is descriptive statistical analysis using SmartPLS 3.0. The results of the study show that competence and work discipline have a positive and significant effect on employee performance; competence and work discipline have a positive and significant effect on work motivation, work motivation has no effect on employee performance. Competence and work discipline have no effect on employee performance through work motivation as a mediating variable. Based on the results of the determinant coefficient test, the R square value is 0.725, this means that 72.5% of employee performance is explained by competence, work discipline and work motivation. While the remaining 27.5% is influenced by other variables not explained in this study. This study aims to obtain empirical evidence regarding the effect of competence and work discipline on employee performance with work motivation as a mediating variable at the Regional Revenue Agency of West Sumatra Province. The population in this study were all employees of the Regional Revenue Agency of West Sumatra Province. The sampling technique is the sample method is by probability sampling with a total of 118 samples. The analytical method used is descriptive statistical analysis using SmartPLS 3.0. The results of the study show that competence and work discipline have a positive and significant effect on employee performance; competence and work discipline have a positive and significant effect on work motivation, work motivation has no effect on employee performance. Competence and work discipline have no effect on employee performance through work motivation as a mediating variable. Based on the results of the determinant coefficient test, the R square value is 0.725, this means that 72.5% of employee performance is explained by competence, work discipline and work motivation. While the remaining 27.5% is influenced by other variables not explained in this study.]]>
<![CDATA[The Effect of Role Conflict and Transformational Leadership on Organizational Commitment with Job Satisfaction as a Mediation Variable on Members of the Regional Coordination Team in West Sumatra Province ]]>
<![CDATA[Aulia Putra Kapur]]>;
<![CDATA[Harif Amali Rivai]]>;
<![CDATA[Laura Syahrul]]>
<![CDATA[ Journal of Social Research Vol. 2 No. 4 (2023): Journal of Social Research ]]>
Publisher : <![CDATA[International Journal Labs ]]>
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DOI: 10.55324/josr.v2i4.767
<![CDATA[This study aims to determine and analyze the effect of role conflict and transformational leadership on organizational commitment with job satisfaction as a mediating variable in regional cooperation team members in West Sumatra Province. in the success of the Team's performance in carrying out tasks that are influenced by the job satisfaction provided by the team. The sampling technique was carried out using simple random sampling method with a total sample of 105 members. This study uses Partial Least Squares-Structural Equations Modeling (PLS-SEM) with the smartPLS 3 program. The results show that transformational leadership has a positive and significant effect on job satisfaction while transformational leadership has no positive and significant effect on organizational commitment, then job satisfaction has no effect negative and not significant to organizational commitment then role conflict has no positive and not significant effect on job satisfaction then role conflict has no negative and not significant effect on organizational commitment and job satisfaction does not mediate the relationship between transformational leadership on organizational commitment and job satisfaction does not mediate role conflict towards organizational commitment. then the implication of this research is to evaluate work processes and leadership styles so as to reduce the occurrence of role conflicts with employees. This can be done by reducing the demands of job roles that exceed the resources of the employee. In addition, establishing better communication between employees and with superiors can also minimize the occurrence of role conflicts and it is hoped that leaders can improve ways of leading in order to increase employee satisfaction and performance because the benchmark for the success of an institution is joint success due to the satisfaction and performance of its employees. very good.]]>
<![CDATA[Audit performance alignment analysis of the supreme audit institution of Indonesia (BPK) with the new public management (NPM) concept ]]>
<![CDATA[Welliya Elfajri]]>;
<![CDATA[Harif Amali Rivai]]>;
<![CDATA[Fajri Adrianto]]>
<![CDATA[ Enrichment : Journal of Management Vol. 12 No. 6 (2023): February: Management Science And Field ]]>
Publisher : <![CDATA[Institute of Computer Science (IOCS) ]]>
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DOI: 10.35335/enrichment.v12i6.1172
<![CDATA[This research is aimed at assessing how the Supreme Audit Institution of Indonesia (BPK) places emphasis on the direction of the audit to be carried out. This study uses a descriptive qualitative method by conducting a performance comparison analysis on audit performance conducted by the BPK in 2020-2021. The research data is secondary data in the form of BPK Audit Results Summary (IHPS) data. The results of this study indicate that there is no visible consistency in increasing performance audits from 2020-2021, decreasing in 2020, then increasing in 2021. However, the increase in performance audits that occurred in 2021 shows that when conditions are getting better, BPK is increasingly focused on developing performance audits, which can be interpreted as making more efforts to align the direction of audit performance with the New Public Management (NPM) concept.]]>
<![CDATA[Analisis Knowledge Management Menggunakan Model Big Data di Media Sosial UMKM ]]>
<![CDATA[Prima Yulianti]]>;
<![CDATA[Rahmi Fahmy]]>;
<![CDATA[Hafiz Rahman]]>;
<![CDATA[Harif Amali Rivai]]>
<![CDATA[ Jurnal Manajemen Informatika JAMIKA Vol 13 No 1 (2023): Jurnal Manajemen Informatika (JAMIKA) ]]>
Publisher : <![CDATA[Program Studi Manajemen Informatika, Fakultas Teknik dan Ilmu Komputer, Universitas Komputer Indonesia ]]>
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DOI: 10.34010/jamika.v13i1.8682
<![CDATA[Social media overcomes the limitations of technology and knowledge management. Previous generations of knowledge management were very rigid, often leaving companies stuck and overly reliant on outdated or obsolete knowledge. Lack of skills in the use of social media, lack of awareness of the value of knowledge management, availability of time to invest both in the acquisition of digital skills as well as in the creation and duration of content, creates perceived barriers to social media uptake. Through a concise and relevant knowledge management process, and utilizing the use of social media, MSMEs can display and communicate messages, products or services, images, and most importantly uniqueness which is their selling point. The purpose of this study is to conceptualize the use of social media in an effort to improve the performance of MSMEs in terms of the perspective of knowledge management-based human resource management with the model of big data for SME approach. The method used is a relevant literature review from 2018 to 2022. The results show that the importance of using social media and knowledge management through big data has a synergistic relationship. Shows that the use of strategic data, representation of knowledge-guided business planning, is a solution for MSMEs in implementing technology through the construction of new knowledge as a tool to encourage innovation and productivity in order to increase business competitiveness and its impact on MSME performance.]]>
<![CDATA[The effect of talent management and organizational culture on employee performance with job satisfaction as a mediating variable ]]>
<![CDATA[Syintia Mega Putri]]>;
<![CDATA[Harif Amali Rivai]]>;
<![CDATA[Laura Syahrul]]>
<![CDATA[ Enrichment : Journal of Management Vol. 13 No. 1 (2023): April: Management Science And Field ]]>
Publisher : <![CDATA[Institute of Computer Science (IOCS) ]]>
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DOI: 10.35335/enrichment.v13i1.1278
<![CDATA[One of the driving factors for good employee performance is Talent Management. Talent management is carried out in an effort to respond to quality company policies going forward, with talent management it is hoped that the company's performance will improve. The existence of a classification will make it easier for companies to find superior talents who will later be placed in their respective divisions. Thus this study aims to determine the effect of Talent Management and organizational culture on employee performance with job satisfaction as a mediating variable. This research was conducted at PT. Royal Family. The independent variables in this study are talent management and organizational culture and job satisfaction as mediating variables while employee performance is used as the dependent variable. Sampling technique with probability samples. So that the population of respondents used as many as 74 employees. The analytical method used is descriptive statistical analysis and inferential analysis using SmartPLS 4.0. The results of the study show that talent management has no effect on employee performance; organizational culture influences employee performance; job satisfaction affects employee performance; talent management affects job satisfaction; organizational culture affects job satisfaction; then job satisfaction as a mediating variable that does not affect talent management on employee performance; and job satisfaction as a mediating variable that influences organizational culture on employee performance.]]>
<![CDATA[Influence of Job Burnout and Work Environment on Job Satisfaction and It’s Impact on Teachers Organizational Commitment ]]>
<![CDATA[Rahmi Halimah]]>;
<![CDATA[Yulihasri Yulihasri;]]>;
<![CDATA[Harif Amali Rivai]]>
<![CDATA[ Journal of Social Research Vol. 2 No. 5 (2023): Journal of Social Research ]]>
Publisher : <![CDATA[International Journal Labs ]]>
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DOI: 10.55324/josr.v2i5.834
<![CDATA[Education is an important sector for improving human resources in a country. The teacher is one of the actors who has an important role in education. Teachers have a great responsibility to educate students in both knowledge and morals. Great responsibility makes teachers feel job burnout which will have an impact on job satisfaction and organizational commitment. In addition, the work environment also affects teacher job satisfaction and organizational commitment. In this study, a quantitative approach was used using Smart PLS to process data. Found in research this is job burnout, the work environment has a significant effect on organizational commitment. This study also found job satisfaction as a mediating variable of job burnout and work environment on organizational commitment. Based on the results and analysis of the research it was concluded that job burnout has a negative and significant effect on organizational commitment.]]>
