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All Journal JAS-PT Jurnal Analisis Sistem Pendidikan Tinggi AkMen JURNAL ILMIAH JURNAL AKUNIDA Gorontalo Management Research Jurnal Ilmu Manajemen Journal of Technopreneurship on Economics and Business Review (JTEBR) International Journal of Business, Law, and Education Devotion: Journal of Research and Community Service International Journal of Health, Economics, and Social Sciences (IJHESS) Nobel Management Review Jurnal Bisnis dan Kewirausahaan Maneggio
Sri Meike Jusup
Universitas Ichsan Gorontalo
Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Neuroscience Public Health Social Sciences Other

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PENGARUH PROFITABILITAS DAN LEVERAGE TERHADAP NILAI PERUSAHAAN PADA SEKTOR INDUSTRI DASAR DAN KIMIA YANG TERDAFTAR DI BURSA EFEK INDONESIA Pemy Christiaan; Sri Meike Jusup; Rusdi Abdul Karim
Jurnal Bisnis dan Kewirausahaan Vol. 12 No. 2 (2023): Jurnal Bisnis dan Kewirausahaan
Publisher : Lembaga Penelitian, Publikasi dan Pengabdian pada Masyarakat (LP3M) Nobel Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37476/jbk.v12i2.3755

Abstract

This study is intended to determine the effect of profitability and leverage on company value in the basic industrial and chemical sectors listed on the Indonesia Stock Exchange with the sample used being 22 companies in the Basic Industry and Chemical sectors listed on the Indonesia Stock Exchange (IDX) for the 2018-2021 period. The profitability variable is measured using the Return On Asset ratio, the Leverage variable is measured using the Debt to Equity ratio while the company Value variable uses Price Book Value. The results of the study prove that partially Profitability and Leverage have a positive and significant effect on Company Value. This study also produced a coefficient of determination value of 26.9% which shows that this research model can explain that Company Value is influenced by 26.9% of the variables of this study and 73.1% is influenced by other variables that are not studied in this study.
The Influence of Self Actualization Needs, Self-Esteem Needs and Social Needs on Employee Work Performance at the Paguyaman Pantai District Health Center, Boalemo Regency, Gorontalo Province Nur Rahmi; Sri Meike Jusup
International Journal of Health, Economics, and Social Sciences (IJHESS) Vol. 6 No. 3: July 2024
Publisher : Universitas Muhammadiyah Palu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56338/ijhess.v6i3.5504

Abstract

This research aims to determined the magnitude of the influence of Self-Actualization Needs (X1), Self-Esteem Needs (X2) and Social Needs (X3) on Employee Work Performance (Y) in 55 employees of the Paguyaman Pantai District Health Center. using the survey method in determining respondents and Analysis Path to analysis methods, the test results shown that the variables Self-Actualization Needs (X1), Self-Esteem Needs Needs (X2) and Social Needs (X3) simultaneously have a positive and significant effect on Employee Work Performance (Y) of 0.885 or 88.5%. Partially, the Self-actualization needs variable (X1) has a positive and significant effect on Employee Work Performance (Y) of 0.212 or 21.2%. The Self-Esteem Needs variable (X2) has a positive and significant effect of 0.361 or 36.1% on Employee Work Performance (Y) and the Social Needs variable (X3) has a positive and significant effect of 0.461 or 46.1% of Employee Work Performance (Y) at the Community Health Center Paguyaman Pantai District.
Pengaruh Pemberdayaan dan Kepuasan Kerja Terhadap Komitmen Organisasional Pada PT. Nusantara Sakti Gorontalo Idris, Zulkarnain Ilyas; Jusup, Sri Meike
Jurnal Ilmu Manajemen Vol 13, No 1 (2023): Jurnal Ilmu Manajemen
Publisher : Universitas muhammadiyah palembang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32502/jimn.v13i1.6609

Abstract

A good organization certainly pays attention to the condition of employees, so that employees will have good commitment and in the end there will be a sense of satisfaction. This study aims to determine the effect of empowerment and job satisfaction on organizational commitment at PT. Nusantara Sakti Gorontalo both partially and simultaneously. The population and sample in this study are employees of PT. Nusantara Sakti with a total of 34 people uses a saturated sampling technique where all samples are used as a population. The analytical method used is multiple regression analysis. The results showed that both simultaneously and partially empowerment and job satisfaction have a positive and significant impact on organizational commitment at PT. Nusantara Sakti Gorontalo 
Eksplorasi Peran Motivasi Dan Lingkungan Kerja Dalam Optimalisasi Produktifitas Kerja Pegawai; Studi Pada Dinas Tenaga Kerja, Koperasi Dan UKM Kota Gorontalo: Exploration of the Role of Motivation and Work Environment in Optimizing Employee Work Productivity; Study at the Dinas Tenaga Kerja, Koperasi and UKM of Gorontalo City Nur rahmi; Jusup, Sri Meike; Harun, Ayu Rahayu
Journal of Technopreneurship on Economics and Business Review Vol. 6 No. 1 (2024)
Publisher : Fakultas Ekonomi, Universitas Ichsan Gorontalo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37195/jtebr.v6i1.187

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh Motivasi Kerja (X1) dan Lingkungan Kerja (X2) terhadap Produktifitas Kerja pegawai (Y) di Dinas Tenaga Kerja, Koperasi, dan UKM Kota Gorontalo. Menggunakan pendekatan kuantitatif, penelitian ini melibatkan 37 responden yang dipih dengan menggunakan teknik non-probability sampling. Data dikumpulkan melalui kuisioner dan dianalisis menggunakan Regresi Linear Berganda dengan bantuan SPSS versi 21. Hasil penelitian menunjukkan Motivasi Kerja dan Lingkungan Kerja secara simultan berpengaruh terhadap Produktifitas Kerja pegawai sebesar 98 %. Secara parsial, Motivasi Kerja berkontribusi sebesar 60,5 %. Sedangkan Lingkungan Kerja menyumbang 42,6 % terhadap Produktifitas Kerja. Temuan ini menekankan pentingnya pemberian motivasi dan penciptaan lingkungan kerja yang kondusif untuk meningkatkan produktifitas kerja pegawai.
AKUNTANSI SUMBER DAYA MANUSIA : HUMAN RELATION DAN LINGKUNGAN KERJA FISIK TERHADAP ETOS KERJA KARYAWAN Idris, Zulkarnain; Jusup, Sri Meike
Jurnal Akunida Vol. 10 No. 2 (2024): December
Publisher : Universitas Djuanda

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30997/jakd.v10i2.16318

Abstract

Penelitian ini bertujuan untuk mengetahui pengaruh human relation (X1) dan lingkungan kerja fisik (X2) terhadap etos kerja karyawan (Y) pada Perusahaan Sicepat Ekspres Gorontalo. Metode penelitian yang digunakan merupakan metode kuantitatif dengan analisis deskriptif. Populasi dalam penelitian ini berjumlah 97 karyawan dengan metode sensus. Metode analisis yang digunakan adalah regresi linear berganda. Hasil penelitian menunjukkan bahwa human relation (X1) secara parsial berpengaruh positif dan signifikan terhadap etos kerja karyawan sebesar 0,425 atau 42,5 %. Lingkungan kerja fisik secara parsial berpengaruh positif dan signifikan terhadap etos kerja sebesar 0,357 atau 35,7 %. Secara simultan human relation dan lingkungan kerja fisik berpengaruh positif dan signifikan terhadap etos kerja sebesar 0,836 atau 83,6 %, sedangkan sisanya sebesar 0,164 atau 16,4 merupakan variabel lain yang tidak masuk dalam penelitian
Employee Engagement, Employee Satisfaction, and Employee Empowerment and Their Influence on Productivity in MSMEs Sihite, Mislan; Jusup, Sri Meike; Ilham, Rachmad; Widayati, Tri
International Journal of Business, Law, and Education Vol. 5 No. 2 (2024): International Journal of Business, Law, and Education
Publisher : IJBLE Scientific Publications Community Inc.

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56442/ijble.v5i2.950

Abstract

Employee productivity is a critical determinant of organizational success, particularly for micro, small, and medium enterprises (MSMEs) that often operate with limited resources. This study investigates the influence of employee engagement, satisfaction, and empowerment on productivity in MSMEs, utilizing a quantitative approach with data collected from 300 employees in Indonesia. Descriptive statistics, correlation analysis, and multiple regression analyses were employed to examine these relationships. The results indicate that all three factors significantly and positively impact productivity, with engagement serving as a mediating variable between satisfaction and productivity, as well as between empowerment and productivity. The findings underscore the importance of a holistic approach in managing human resources to enhance organizational performance. Practical implications suggest that MSMEs can improve productivity by fostering an environment that simultaneously enhances engagement, satisfaction, and empowerment. These results provide valuable insights for MSME managers and policymakers in developing strategies to sustain growth and competitivenes.
HR in The Age of Artificial Intelligence: Managing Collaboration Between People and Technology Jusup, Sri Meike; Rosalia, Olyvia; Harahap, Kamila
Maneggio Vol. 2 No. 2 (2025): Maneggio-Apr
Publisher : PT. Anagata Sembagi Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62872/qz5gbt05

Abstract

This study aims to analyze the factors influencing the effectiveness of collaboration between humans and artificial intelligence (AI) in human resource (HR) management. Using a quantitative descriptive and explanatory approach, the research involved respondents from diverse job backgrounds who have interacted with AI systems in the workplace. The variables examined include digital literacy, trust in AI, training and development, and HR policies related to technology. Results from multiple linear regression analysis indicate that trust in AI is the most dominant factor driving effective collaboration, followed by training and digital literacy. In contrast, HR policies were not found to have a significant impact unless accompanied by clear implementation and communication. These findings highlight the importance of a human-centered approach in integrating technology into the workplace. The study contributes to the growing literature on technology-driven HR practices, particularly within the context of developing countries.
The Effect of Work Life Balance and Conflict on Work Satisfaction Toward Female Employees Rahmisyari, Rahmisyari; Mu'jizat , Poppy; Jusup, Sri Meike
Devotion : Journal of Research and Community Service Vol. 3 No. 6 (2022): Devotion: Journal of Research and Community Service
Publisher : Green Publisher Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36418/dev.v3i6.148

Abstract

Women's roles currently have moved from a traditional role to a dual role, in which they previously only played a part in the home, but now also play the role of students and working women. Employees are affected or influenced by role conflict, particularly in terms of job satisfaction. This study aims to determine how much influence work life balance (X1) and Conflict (X2) on job satisfaction of employees (Y) who are working. The sampling technique used in this study was a simple random sample, while the main data collection was through a list of statements that were tested through validity and reliability tests. While the analysis technique used is the path analysis technique (Path analysis). The results of hypothesis testing show that simultaneously work life balance (X1) and burnout (X2) affect employee job satisfaction that is equal to 0.635 or 63.5%. The results of partial hypothesis testing work life balance (X1) has an effect on employee job satisfaction (Y) of 0.310, while conflict (X2) has a partial effect on employee job satisfaction (Y) which is - 0.142. And there are other variables that are not included in this model, which is 36.5%.
Co-Authors Harahap, Kamila Harun, Ayu Rahayu Idris, Zulkarnain Ilham, Rachmad Ilyas Idris, Zulkarnain Mislan Sihite, Mislan Mu'jizat , Poppy Pemy Christiaan Pemy Christian Poppy Muzijat Rahmisyari Rahmisyari, Rahmisyari Rosalia, Olyvia Rusdi Abdul Karim Solly Aryza Syamsul Syamsul Tri Widayati Wiwin L. Husin