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<![CDATA[Pengaruh Biaya Diklat, Jumlah Kantor, dan Jumlah Tenaga Kerja pada Laba Perbankan Syariah ]]>
<![CDATA[Ratih Hastasari]]>;
<![CDATA[Suharini Suharini]]>
<![CDATA[ JMK (Jurnal Manajemen dan Kewirausahaan) Vol 6 No 2 (2021): Mei ]]>
Publisher : <![CDATA[Universitas Islam Kadiri ]]>
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DOI: 10.32503/jmk.v6i2.1343
<![CDATA[This paper analyzes how significant the internal company factors affecting the profit of the sharia banking industry. There are so many variables that can affecting profit, and profit is an important part of shariah banking for its business sustainability, so in this research, profit was selected as the dependent variable, its data was taken from monthly reports of sharia banking profit/Loss, the independent variables that were selected are the cost of education and training, the number of sharia banking offices, and the amount of the sharia banking labor. This research using 25 data starting from January 2018 to January 2020 with the results of the regression analysis indicates the difference of significance, the cost of training and education significantly affecting the profit of sharia banking, while the results of regression for the number of the office and the amount of labor indicates that both variables were not significantly affecting the profit of sharia banking.]]>
<![CDATA[PENGARUH INSENTIF TERHADAP KINERJA KARYAWAN DENGAN VARIABEL INTERVENING MOTIVASI KERJA PADA PT GANDA MADY INDOTAMA ]]>
<![CDATA[Achmad Alfarizi]]>;
<![CDATA[Suharini Suharini]]>;
<![CDATA[Ratih Hastasari]]>
<![CDATA[ Akrab Juara : Jurnal Ilmu-ilmu Sosial Vol 7 No 1 (2022): Februari ]]>
Publisher : <![CDATA[Yayasan Azam Kemajuan Rantau Anak Bengkalis ]]>
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DOI: 10.58487/akrabjuara.v7i1.1751
<![CDATA[Incentives are needed to improve the motivation and performance of employees to always work optimally, so that the vision and mission of the organization / company can be achieved. This research aims to explain: 1) The Effect of Incentives on Employee Work Motivation; 2) Influence of Employee Performance Incentives; 3) The Effect of Work Motivation on Employee Performance, 4) The Significance of Work Motivation as an intervening between incentives and employee performance. This Explanatory Research conducted with a quantitative approach, using Regression-path analysis and Sobel analysis. The data used are primary data, obtained through online questionnaires (google form) as many as 30 samples which is the total population of outsourced employees of PT. Ganda Mady Indotama in the Pondok Labu AL-Izhar school area numbered 30 people. Variabels studied include Incentives, Work Motivation and Employee Performance. The results of the path analysis showed that the Incentive variabel (X) had a significant effect on Work Motivation (Y1) with a beta value of 0.677, the Incentive variabel (X) significantly affected Employee Performance (Y2) with a beta value of 0.279, the Work Motivation variabel (Y1) significantly affected Employee Performance (Y2) with a beta value of 0,650. Work motivation is proven to be variabel intervening in the relationship between the influence of incentive variabels on employee performance. The total effect of Incentives on Employee Performance through Work Motivation increased to 0.719. But its influence as an intervening is not significant because the p-value of the Sobel test of 0.071 is greater than 0.05. Keyword: path analysis, incentives, work motivation, employee performance, intervening variabels]]>
<![CDATA[PERAN OTORITAS JASA KEUANGAN TERHADAP FINTECH ILEGAL DI INDONESIA SEBAGAI UPAYA PERLINDUNGAN PADA KONSUMEN ]]>
<![CDATA[Suharini Suharini]]>;
<![CDATA[Ratih Hastasari]]>
<![CDATA[ Akrab Juara : Jurnal Ilmu-ilmu Sosial Vol 5 No 3 (2020): Agustus ]]>
Publisher : <![CDATA[Yayasan Azam Kemajuan Rantau Anak Bengkalis ]]>
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<![CDATA[Fintech muncul mengiringi perubahan gaya hidup masyarakat yang sekarang lebih didominasi penggunaan teknologi informasi dan tuntutan hidup yang serba cepat dan dinamis. Perkembangn Fintech di Indonesia cukup pesat. Hal ini tercermin dari penyaluran pinjaman fintech lending tembus Rp 33,2 triliun per Mei 2019. Hingga Juni akhir Juni 2020 besar rasio jumlah Fintech legal dan Ilegal adalah 160: 81 = 1.98 jika dibulatkan = 2. Jadi jumlah entitas illegal adalah separuh dari jumlah entitas fintech yang telah legal.Data data tersebut diambil dari statistic Otoritas Jasa Keuangan. Beberapa langkah telah dilakukan oleh Otoritas Jasa Keuangan antara lain:Dengan mengeluarkan beberapa kebijakan serta memperketat pemberian ijin kepada fintech yang ingin mendaftar, Melakukan pemblokiran terhadap entitas fintech yang melakukan kecurangan dan merugikan masyarakat, menghimbau pada masyarakat untuk memilih fincteh yang sudah legal/terdaftar dalam otoritas jasa keuangan.,melakukan sosialisasi mengenai fintech yang legal dan ilegal sehingga masyarakat/konsumen tidak salah dalam memilih. Semua dilakukan sebagai upaya untuk melindungi konsumen dari kerugian yang dilakukan oleh entitas Fintech ilegal.]]>
<![CDATA[PENGARUH FLUKTUASI NILAI TUKAR USD, JPY, CNY TERHADAP RUPIAH PADA PERKEMBANGAN EKSPOR DAN IMPOR INDONESIA TAHUN 2013 – 2019 ]]>
<![CDATA[Ratih Hastasari]]>;
<![CDATA[Suharini Suharini]]>;
<![CDATA[Triningsih Triningsih]]>
<![CDATA[ Jurnal Akrab Juara Vol 4 No 5 (2019) ]]>
Publisher : <![CDATA[Yayasan Akrab Pekanbaru ]]>
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<![CDATA[This research was being conducted based on the condition of international trade and the condition of Indonesian economic at the macro level. The researcher chose to use dependent variables as to exsport(Y1) and import(Y2) activities. In the meantime independent variables used is the exchange rate that is used by the biggest amount of export based on country destination. That current exchange are CNY(X3) from Tiongkok, JPY(X2) from Japan, and USD(X1) from United States of America. The result of the research with dependent variable of export showed that the USD and JPY partially have significant influence to exsport activities. Meantime the CNY variables has not significant influence to export activities. The result of the research with dependent variable of import showed that the trhree variables partially have not significant influence to import activities.]]>
<![CDATA[TINJAUAN NON-PERFORMING LOAN PERBANKAN INDONESIA TAHUN PANDEMI 2020 ]]>
<![CDATA[Ratih Hastasari]]>;
<![CDATA[Suharini Suharini]]>
<![CDATA[ Jurnal Akrab Juara Vol 6 No 1 (2020) ]]>
Publisher : <![CDATA[Yayasan Akrab Pekanbaru ]]>
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<![CDATA[Non-performing Loan menjadi salah satu indikator mengenai kondisi kesehatan perbankan, dan kondisi NPL Perbankan di Indonesia di masa pandemi mengalami kenaikan yang cukup signifikan, angka-angka NPL sejak bulan mei senatiasa berada pada angka lebih dari 3 persen jika dibandingkan dengan bulan-bulan sebelumnya yang senantiasa berada dibawah 3 persen. Metode penelitian yang digunakan pada penelitian ini bersifat kualitatif, dengan data-data yang bersifat sekunder yang diperoleh dari berbagai tulisan, baik jurnal, berita nasional, laporan keuangan perbankan yang dirilis resmi oleh Otoritas Jasa Keuangan, dan data-data lain yang juga dirilis resmi oleh Badan Pusat Statistik. Kesimpulan yang diperoleh dari penelitian ini adalah bahwa kebijakan-kebijakan stimulus dan relaksasi kredit yang diberikan oleh pemerintah beserta OJK mampu menahan angka-angka NPL perbankan tetap terkendali berada di bawah angka 5 persen, dan dengan kebijakan-kebijakan yang telah dan akan di berlakukan diharapkan mampu meningkatkan kembali pertumbuhan ekonomi Indonesia.]]>
<![CDATA[Pengaruh Kompensasi dan Pengembangan Karir terhadap Kepuasan Kerja Pegawai Kantor Otoritas Jasa Keungan ]]>
<![CDATA[Nur Mayang Suri]]>;
<![CDATA[Suharini Suharini]]>
<![CDATA[ PPIMAN Pusat Publikasi Ilmu Manajemen Vol. 2 No. 4 (2024): Oktober : Pusat Publikasi Ilmu Manajemen ]]>
Publisher : <![CDATA[Fakultas Ekonomi & Bisnis, Universitas Nusa Nipa ]]>
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DOI: 10.59603/ppiman.v2i4.526
<![CDATA[In this era of rapid development, the business world must be very selective in selecting competitive human resources. This makes the company very concerned about the job satisfaction of its employees, because good employee job satisfaction can be beneficial for the company itself. This research aims to test and analyze the effect of compensation and career development on job satisfaction of employees of the Financial Services Authority Office. The method of data collection in this study was carried out by distributing questionnaires to 60 respondents of the Financial Services Authority employees. The research method used is quantitative method with sampling technique, namely saturated sample. The data used are primary data and secondary data. The results of this research indicate that Compensation has a positive and significant effect on Job Satisfaction.]]>
<![CDATA[Pengaruh Motivasi dan Lingkungan Kerja terhadap Kepuasan Kerja Pegawai pada PT. KB Bank Tbk Jakarta ]]>
<![CDATA[Eva Oktafianingsih]]>;
<![CDATA[Suharini Suharini]]>
<![CDATA[ PPIMAN Pusat Publikasi Ilmu Manajemen Vol. 2 No. 4 (2024): Oktober : Pusat Publikasi Ilmu Manajemen ]]>
Publisher : <![CDATA[Fakultas Ekonomi & Bisnis, Universitas Nusa Nipa ]]>
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DOI: 10.59603/ppiman.v2i4.527
<![CDATA[The development of human resources within a company is an effort to enhance the quality of human resources aimed at improving the quality of workers. Every company hopes and strives to advance by implementing various structured methods in education, training, and development programs to enhance employee performance. The purpose of this research is to determine the influence of motivation and work environment on employee job satisfaction at PT. KB Bank Tbk Jakarta. The data collection method in this study was conducted by distributing questionnaires to 70 respondents who are employees of PT. KB Bank Tbk Jakarta. The method used is a quantitative method with a saturated sampling technique. The data utilized consists of primary and secondary data. The results of this study indicate that motivation and work environment have a positive and significant impact on job satisfaction.]]>
<![CDATA[PENGARUH INSENTIF TERHADAP KINERJA KARYAWAN DENGAN VARIABEL INTERVENING MOTIVASI KERJA PADA PT GANDA MADY INDOTAMA ]]>
<![CDATA[Achmad Alfarizi]]>;
<![CDATA[Suharini Suharini]]>;
<![CDATA[Ratih Hastasari]]>
<![CDATA[ Akrab Juara : Jurnal Ilmu-ilmu Sosial Vol. 7 No. 1 (2022): Februari ]]>
Publisher : <![CDATA[Yayasan Azam Kemajuan Rantau Anak Bengkalis ]]>
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DOI: 10.58487/akrabjuara.v7i1.1751
<![CDATA[Incentives are needed to improve the motivation and performance of employees to always work optimally, so that the vision and mission of the organization / company can be achieved. This research aims to explain: 1) The Effect of Incentives on Employee Work Motivation; 2) Influence of Employee Performance Incentives; 3) The Effect of Work Motivation on Employee Performance, 4) The Significance of Work Motivation as an intervening between incentives and employee performance. This Explanatory Research conducted with a quantitative approach, using Regression-path analysis and Sobel analysis. The data used are primary data, obtained through online questionnaires (google form) as many as 30 samples which is the total population of outsourced employees of PT. Ganda Mady Indotama in the Pondok Labu AL-Izhar school area numbered 30 people. Variabels studied include Incentives, Work Motivation and Employee Performance. The results of the path analysis showed that the Incentive variabel (X) had a significant effect on Work Motivation (Y1) with a beta value of 0.677, the Incentive variabel (X) significantly affected Employee Performance (Y2) with a beta value of 0.279, the Work Motivation variabel (Y1) significantly affected Employee Performance (Y2) with a beta value of 0,650. Work motivation is proven to be variabel intervening in the relationship between the influence of incentive variabels on employee performance. The total effect of Incentives on Employee Performance through Work Motivation increased to 0.719. But its influence as an intervening is not significant because the p-value of the Sobel test of 0.071 is greater than 0.05. Keyword: path analysis, incentives, work motivation, employee performance, intervening variabels]]>
<![CDATA[Pengaruh Kompetensi dan Motivasi Kerja terhadap Kinerja Pegawai pada Sub Bagian Tata Usaha Direktorat Pendidikan Khusus dan Pendidikan Layanan Khusus ]]>
<![CDATA[Fakhri Rahman Azzura]]>;
<![CDATA[Suharini Suharini]]>
<![CDATA[ JUMBIWIRA : Jurnal Manajemen Bisnis Kewirausahaan Vol. 4 No. 3 (2025): Desember : Jurnal Manajemen Bisnis Kewirausahaan ]]>
Publisher : <![CDATA[BADAN PENERBIT STIEPARI PRESS ]]>
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DOI: 10.56910/jumbiwira.v4i3.2941
<![CDATA[Employee performance is a fundamental factor in determining the success of a government agency in achieving the organization's vision and mission. Low employee performance is often caused by a lack of adequate competence and weak work motivation. Competencies include knowledge, skills, and attitudes that are relevant to the task, while work motivation reflects internal and external motivations that affect the level of effort of employees in carrying out their responsibilities. This study aims to analyze the extent to which competence and work motivation can affect employee performance in the Administration Sub-Division of the Directorate of Special Education and Special Service Education. The research method used was a quantitative approach with the distribution of questionnaires to 46 respondents, consisting of employees within the agency. The results of the partial test (t-test) showed that competence had a significant influence on employee performance (t-count = 2.049 > t-table = 2.016; sig. 0.047). Similarly, work motivation exerted a significant influence (t-count = 3.763 > t-table = 2.016; sig. 0.001). Simultaneously, the F-test proved that competence and work motivation had a significant effect together (F-count = 11.003 > F-table = 3.214; sig. 0.000). The value of the determination coefficient (R Square) of 0.339 indicates that 33.9% of employee performance variations can be explained by competence and work motivation, while the rest is influenced by other factors such as work environment, leadership, and reward system. The practical implications of this study emphasize the importance of improving employee competencies through continuous training, as well as effective motivational strategies such as incentivization, rewards, and strengthening communication. This effort is expected to be able to create optimal and sustainable performance in supporting the achievement of organizational goals.]]>
<![CDATA[Pengaruh Komunikasi Internal dan Lingkungan Kerja terhadap Kinerja Karyawan pada PT AMYTHAS ]]>
<![CDATA[Syahdan Alfarouk]]>;
<![CDATA[Suharini Suharini]]>
<![CDATA[ Lokawati : Jurnal Penelitian Manajemen dan Inovasi Riset Vol. 3 No. 6 (2025): November : Lokawati : Jurnal Penelitian Manajemen dan Inovasi Riset ]]>
Publisher : <![CDATA[Asosiasi Riset Ilmu Manajemen Kewirausahaan dan Bisnis Indonesia ]]>
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DOI: 10.61132/lokawati.v3i6.2280
<![CDATA[This study aims to determine how much influence simultaneously between internal communication and work environment on employee performance at PT AMYTHAS. This research method uses a quantitative descriptive approach with data collection techniques through distributing questionnaires to 51 respondents who are employees from various divisions. The data analysis technique uses multiple linear regression through the SPSS version 26 application. The results of the study show that partially the internal communication variable has a t-value of 2.711> Ttable 2.010 and a significance of 0.009 <0.05, so it can be concluded that internal communication has a significant effect on employee performance. Likewise with the work environment which has a t-value of 4.359> Ttable 2.010 with a significance of 0.000 <0.05, so the work environment also has a significant effect on employee performance. Simultaneously, internal communication and work environment have a significant effect on employee performance with a significance value of 0.000 <0.05 and an F count of 144.407> F table 3.19. So it can be concluded that internal communication and work environment have a joint influence on the performance of PT AMYTHAS employees.]]>
