Articles
<![CDATA[Studi Kasus Beban Kerja Di PT. Supernova Palapa Nusantara ]]>
<![CDATA[Alfandy, Muhammad Raja]]>;
<![CDATA[Sudiana, Kiki]]>
<![CDATA[ eProceedings of Management Vol. 11 No. 1 (2024): Februari 2024 ]]>
Publisher : <![CDATA[eProceedings of Management ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
<![CDATA[Beban kerja yang baik merupakan beban kerja proporsional, tidak terlalu banyak serta tidak terlalu sedikit. Ketika beban kerja yang diberikan tidak proporsional, cenderung menimbulkan dampak buruk dalam efektivitas dan efisiensi kinerja perusahaan. Penelitian ini bermaksud menganalisis kondisi beban kerja pegawai front-end developer serta menganalisis jumlah pegawai optimalnya. Metode yang digunakan ialah metode kuantitatif dengan indikator Full Time Equivalent. Teknik pengumpulan data didapatkan melalui wawancara terstruktur dan observasi. Narasumber yang terlibat adalah satu orang leader serta 3 orang pegawai front-end developer. Narasumber diwawancarai mengenai penggunaan waktu kerja selama satu tahun yang meliputi uraian tugas, rata-rata waktu penyelesaian tugas dan frekuensi pengerjaan tugasnya. Hasil pengolahan metode Full Time Equivalent yang digunakan mendapati adanya karyawan yang memiliki beban kerja yang berlebih (overload) sebanyak 2 orang, dan kekurangan (Underload) sebanyak 2 orang. Selain itu juga didapati bahwa adanya penumpukan beban kerja pada salah satu pegawai dengan skor FTE >2.5. Skor akhir jumlah beban kerja yang diterima oleh pegawai divisi frontend developer adalah sebesar 5.85030395. Saran penelitian ini ialah untuk penambahan jumlah pegawai, membatasi project yang diambil dalam satu waktu, dan memberikan pelatihan pada divisi front-end developer. Kata Kunci-jumlah pegawai optimal, beban kerja, full time equivalent]]>
<![CDATA[Workload Analysis to Determine the Optimal Number of Human Resources at Sariraya Co., Ltd ]]>
<![CDATA[Faryaputra, Fauzan Nafisa]]>;
<![CDATA[Sudiana, Kiki]]>
<![CDATA[ Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 7 No 2 (2024): Sharia Economics ]]>
Publisher : <![CDATA[Sharia Economics Department Universitas KH. Abdul Chalim, Mojokerto ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.31538/iijse.v7i2.5141
<![CDATA[Sariraya Co., Ltd is a pioneer Indonesian halal food chain based in Aichi, Japan. Sariraya specializes in halal food chains in Japan with several business units such as tempeh factories, restaurants, and halal marts. As a company with many units, workload is one of the main factors in work efficiency that influences work productivity. This research aims to determine the workload conditions. Analysis is carried out to find the optimal amount by considering the volume of work, the number of workers, and the time needed to complete a job. Job analysis is also conducted in the form of structure organization and job description of Sariraya Co., Ltd Warehouse Unit. This research uses descriptive techniques through a qualitative approach with all warehouse employees as the main source of data research. The Full-Time Equivalent Method is used as the data analysis technique. Data was collected using questionnaires and structured interviews with permanent employees of the Sariraya Warehouse Co., Ltd. unit. Based on the results of the Full-Time Equivalent calculation, it was found that there were employees who had an excessive workload (overload) of 2 people, a shortage (underload) of 1 person and there was no optimal employee workload (inload). Apart from that, it was also found that there was a backlog of work for 1 person with an FTE score > 2.2. The final score for the total workload received by warehouse employees was 6.2691046. So, management should add 2 more people so that the existing workload can be optimal. Hence, this research can be used as a consideration for management in determining the appropriate job descriptions and number of employees so that employees receive optimal workloads to achieve optimal employee performance.]]>
<![CDATA[Pengaruh Kompensasi Dan Fasilitas Kerja Terhadap Kepuasan Kerja Pada Bisnis Perkebunan Kelapa Sawit Cendana ]]>
<![CDATA[Marjani, Nabila]]>;
<![CDATA[Sudiana, Kiki]]>
<![CDATA[ eProceedings of Management Vol. 12 No. 5 (2025): Oktober 2025 ]]>
Publisher : <![CDATA[eProceedings of Management ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
<![CDATA[Penelitian ini dilatarbelakangi oleh penurunan tingkat kepuasan kerja karyawan di Perkebunan Kelapa Sawit Cendana,yang mengalami penurunan signifikan dari 80% pada tahun 2022 menjadi 40% pada tahun 2023. Diduga, kondisi fasilitastempat tinggal karyawan yang kurang layak serta penghasilan yang kurang dari Upah Minimum Regional (UMR) menjadifaktor penyebab utama penurunan tersebut. Berdasarkan permasalahan tersebut, tujuannya guna mengkaji pengaruhnyadari kompensasi maupun fasilitas kerja pada kepuasan kerja karyawan di Perkebunan Kelapa Sawit Cendana. Penelitianini mengadopsi metode kuantitatif dengan pendekatan survei. Data didapatkan melalui penyebaran kuesioner kepada 120karyawan yang bekerja di perusahaan tersebut. Temuan ini mengungkapkan bahwasanya kompensasi mempunyaipengaruhnya yang positif maupun signifikan pada kepuasan kerja karyawan. Demikian pula, fasilitas kerja jugamempunyai pengaruhnya yang positif maupun signifikan. Secara parsial, kedua variabel tersebut terbukti berkontribusipositif terhadap peningkatan kepuasan kerja karyawan.Kata Kunci- Kompensasi, Fasilitas Kerja, Kepuasan Kerja]]>
<![CDATA[Pengaruh Kompetensi Dan Kepemimpinan Terhadap Kinerja Karyawan Di Perusahaan Olahan Makanan Xyz ]]>
<![CDATA[Juliansyah, Irvan]]>;
<![CDATA[Sudiana, Kiki]]>
<![CDATA[ eProceedings of Management Vol. 12 No. 5 (2025): Oktober 2025 ]]>
Publisher : <![CDATA[eProceedings of Management ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
<![CDATA[Kinerja karyawan merupakan salah satu faktor kunci dalam menentukan keberhasilan perusahaan, khususnya padaindustri makanan dan minuman yang kompetitif. PT XYZ, sebagai perusahaan olahan makanan, menghadapistagnansi kinerja dalam beberapa tahun terakhir. Penelitian ini bertujuan untuk menganalisis pengaruh kompetensidan kepemimpinan terhadap kinerja karyawan, serta menguji perbedaan pengaruh tersebut berdasarkan jeniskelamin. Penelitian ini menggunakan pendekatan kuantitatif dengan metode survei terhadap 255 karyawan, yangdipilih melalui simple random sampling. Instrumen penelitian berupa kuesioner skala Likert lima poin, dan datadianalisis menggunakan Partial Least Square Multi-Group Analysis (PLS-MGA) dengan bantuan perangkat lunakSmartPLS 4. Hasil penelitian menunjukkan bahwa kompetensi dan kepemimpinan berpengaruh positif dansignifikan terhadap kinerja karyawan, dengan nilai p < 0,05. Namun, hasil Multi-Group Analysis mengindikasikantidak terdapat perbedaan signifikan pengaruh kompetensi maupun kepemimpinan terhadap kinerja antarakaryawan laki-laki dan perempuan. Temuan ini menegaskan bahwa pengembangan kompetensi dan penerapankepemimpinan yang efektif dapat dilakukan secara inklusif tanpa membedakan gender, sehingga strategimanajemen dapat difokuskan pada peningkatan kapasitas sumber daya manusia secara menyeluruh.Kata kunci: kompetensi, kepemimpinan, kinerja karyawan, gender, PLS-MGA.]]>
<![CDATA[Is Employee Engagement Really Impact on Turnover Intention ]]>
<![CDATA[Fawzia Nurmadina Arifany]]>;
<![CDATA[Kiki Sudiana]]>
<![CDATA[ MIX: JURNAL ILMIAH MANAJEMEN Vol 16, No 1 (2026): MIX : Jurnal Ilmiah Manajemen ]]>
Publisher : <![CDATA[Universitas Mercu Buana ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.22441/jurnal_mix.2026.v16i1.015
<![CDATA[Objectives: Employee engagement is often considered one of the factors that can reduce turnover intention. The inconsistency of the results indicates that there are various variations depending on the industry context and the conditions of the job and the company. In the EPC (Engineering, Procurement, and Construction) industry, this challenge becomes increasingly complex due to the high pressure to meet project deadlines, dynamic work environments, and rapid project rotations, which can significantly affect employee engagement and turnover intention. In National Construction Company experiencing financial crises due to project failures resulting from the implementation of PSAK-72 and the conditions of COVID-19, this leads to uncertainty in project sustainability, prompting many employees to leave the company. This research consists of two variables, employee engagement as the independent variable and turnover intention as the dependent variable. The study aims to determine whether employee engagement has an effect on turnover intention.Methodology: The method used in this research is analysis, with data collection through questionnaires. This research employs a quantitative method with a non-probability sampling technique of convenience sampling. The population in this study is all employees at the National Construction Company, totaling 676. A sample of 251 employees was selected for analysis in this research. The data analysis techniques used are descriptive analysis, classical assumption tests, multiple linear regression analysis, and hypothesis testing.Finding: The results of this study indicate that employee engagement has a significant effect on turnover intention among employees of the National Construction Company.Conclusion: The results of this research are expected to be utilized by the management of the National Construction Company to reduce turnover rates by considering the employee engagement perceived by employees, thereby enabling the company to achieve better and sustainable performance.]]>
<![CDATA[Leadership Style and Reward Systems as Drivers of Employee Work Motivation in the Manufacturing Industry ]]>
<![CDATA[Kevin Dharmawan]]>;
<![CDATA[Kiki Sudiana]]>
<![CDATA[ Greenation International Journal of Economics and Accounting Vol. 4 No. 3 (2026): Greenation International Journal of Economics and Accounting (July - August 202 ]]>
Publisher : <![CDATA[Greenation Research & Yayasan Global Resarch National ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.38035/gijea.v4i3.1090
<![CDATA[Employee work motivation is essential for improving organizational performance. Nonetheless, earlier research has shown varying results concerning how leadership approaches and incentive structures affect workers' motivation, and there is a scarcity of concrete data from the manufacturing field, especially within the galvanized steel sector. Drawing on Self-Determination Theory, this study examines how leadership style and reward influence employee work motivation by emphasizing the role of organizational support and recognition in fulfilling employees’ psychological needs. A quantitative study that involves 107 permanent employees at an Indonesian galvanized steel company, used questionnaires, along with multiple linear regression. The results suggest that both the type of leadership and the rewards have a noteworthy and positive impact on employees' motivation at work; however, the reward component appears to exert a more powerful influence. In this sense the research extends the support for Self-Determination Theory within manufacturing, and it also gives practical direction for boosting employee motivation by applying leadership that is more aligned and reward mechanisms that are well designed.]]>
<![CDATA[THE EFFECT OF EMPLOYEE ENGAGEMENT AND BURNOUT ON EMPLOYEE TURNOVER INTENTION AT DINASTY MUSIC EQUIPMENT SEMARANG ]]>
<![CDATA[Mochammad Marzha Adyllah H]]>;
<![CDATA[Kiki Sudiana]]>
<![CDATA[ International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 5 No. 8 (2026): JULY ]]>
Publisher : <![CDATA[RADJA PUBLIKA ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.5281/zenodo.21257094
<![CDATA[The increasingly tight competition in the event organizer industry requires companies to have competent human resources capable of providing quality services. The importance of human resources in supporting the success of event organizer companies that are oriented towards service quality and customer satisfaction makes employee management a very strategic aspect. Companies need employees who are highly engaged in their work and are able to work optimally without experiencing excessive work fatigue. This study aims to analyze the effect of employee engagement on turnover intention. To analyze the effect of burnout on employee turnover intention. This type of research uses a causal explanatory method with a quantitative approach. The population of this study was employees of Dynasty Music Equipment Semarang, with a total of 55 respondents. The data collection technique in this study was carried out by distributing questionnaires with a 5-point Likert scale. The analysis tool used in this study was Smart PLS 4.0. The results of the study showed that: (1) There is no effect of employee engagement variables on Turnover Intention in Dynasty Music Equipment Semarang employees with ap value of 0.059>0.05. (2) The p-value of 0.059>0.05 indicates that burnout influences turnover intention among employees at Dynasty Music Equipment Semarang, with a p-value of 0.000<0.05. The research findings indicate that employee engagement does not influence employee turnover intention at Dynasty Music Equipment Semarang. Conversely, burnout has a positive effect on turnover intention, meaning that the higher the level of burnout experienced by employees, the higher their desire to leave the company. Therefore, companies need to prioritize burnout prevention and management efforts to reduce employee turnover intention. ]]>
<![CDATA[THE EFFECT OF JOB INSECURITY AND WORK STRESS ON TURNOVER INTENTION OF EMPLOYEES OF GARUDA RAJAWALI KONVEKSI YOGYAKARTA ]]>
<![CDATA[Fitra Rahmi Fauzaan]]>;
<![CDATA[Kiki Sudiana]]>
<![CDATA[ International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 5 No. 8 (2026): JULY ]]>
Publisher : <![CDATA[RADJA PUBLIKA ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.5281/zenodo.21257242
<![CDATA[Competition in the garment manufacturing industry is becoming increasingly severe, and as a result, businesses are required to possess high-quality human resources who are capable of performing at their highest potential. On the other hand, circumstances such as job instability and high levels of stress at work can have an impact on the desire of employees to leave the organization (something known as turnover intention). The purpose of this study is to investigate the relationship between job insecurity and stress at work and the intention of employees at Garuda Rajawali Konveksi Yogyakarta to leave their current positions. The investigation makes use of a causal method in conjunction with a quantitative approach. All of the employees at Garuda Rajawali Konveksi Yogyakarta make up the study population. There were around 69 people that participated in the survey, and the information was collected through the use of purposive sampling. Distribution of questionnaires utilizing a Likert scale with five points was the method that was utilized to collect the data. SmartPLS 4.0 was utilized in order to carry out the data analysis. The findings of the study reveal that job instability has a positive and substantial impact on the intention of employees at Garuda Rajawali Konveksi Yogyakarta to leave their current position. The p-value for this effect is 0.003, which is less than the threshold of 0.05. Furthermore, it is worth noting that work stress has a positive and noteworthy impact on turnover intention, as evidenced by a p-value of 0.000 (which is less than 0.05). According to these findings, the desire of employees to leave their current employer increases in proportion to the degree to which they are worried about their jobs and the amount of stress they face on the job. Therefore, in order to lessen the likelihood of employees leaving the company, the corporation needs to improve the sense of job security that employees have and properly manage stress at work.]]>
<![CDATA[The Influence of Work from Home on Work-Life Balance and Job Satisfaction Among Generation Z Employees in Bandung ]]>
<![CDATA[Mohammed Magistra Avicenna]]>;
<![CDATA[Kiki Sudiana]]>
<![CDATA[ Jurnal Ilmiah Manajemen Kesatuan Vol. 13 No. 6 (2025): JIMKES Edisi November 2025 ]]>
Publisher : <![CDATA[LPPM Institut Bisnis dan Informatika Kesatuan ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.37641/jimkes.v13i5.4179
<![CDATA[The rise of remote work has reshaped how employees balance their professional and personal lives, especially among younger generations who value flexibility. This study aims to examine the influence of work from home on work-life balance and job satisfaction among Generation Z employees in Bandung, Indonesia, where technology-driven industries have rapidly adopted flexible work arrangements. A quantitative approach was used, collecting data through questionnaires distributed to 385 Generation Z respondents who have worked remotely in Bandung’s technology and creative industries. The variables measured include work from home as the independent variable, and work–life balance and job satisfaction as dependent variables. Data were analyzed using structural equation modeling with SmartPLS software to ensure robust estimation of the proposed relationships. The findings show that work from home has a significant positive impact on work-life balance and job satisfaction. Despite its geographical and generational scope, this study suggests that organizations should design effective remote work policies to boost productivity and well-being, contributing to better employee outcomes in tech-driven environments.]]>
<![CDATA[Is Employee Engagement Really Impact on Turnover Intention ]]>
<![CDATA[Fawzia Nurmadina Arifany]]>;
<![CDATA[Kiki Sudiana]]>
<![CDATA[ MIX: JURNAL ILMIAH MANAJEMEN Vol. 16 No. 1 (2026): MIX : Jurnal Ilmiah Manajemen ]]>
Publisher : <![CDATA[Universitas Mercu Buana ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.22441/jurnal_mix.2026.v16i1.015
<![CDATA[Objectives: Employee engagement is often considered one of the factors that can reduce turnover intention. The inconsistency of the results indicates that there are various variations depending on the industry context and the conditions of the job and the company. In the EPC (Engineering, Procurement, and Construction) industry, this challenge becomes increasingly complex due to the high pressure to meet project deadlines, dynamic work environments, and rapid project rotations, which can significantly affect employee engagement and turnover intention. In National Construction Company experiencing financial crises due to project failures resulting from the implementation of PSAK-72 and the conditions of COVID-19, this leads to uncertainty in project sustainability, prompting many employees to leave the company. This research consists of two variables, employee engagement as the independent variable and turnover intention as the dependent variable. The study aims to determine whether employee engagement has an effect on turnover intention.Methodology: The method used in this research is analysis, with data collection through questionnaires. This research employs a quantitative method with a non-probability sampling technique of convenience sampling. The population in this study is all employees at the National Construction Company, totaling 676. A sample of 251 employees was selected for analysis in this research. The data analysis techniques used are descriptive analysis, classical assumption tests, multiple linear regression analysis, and hypothesis testing.Finding: The results of this study indicate that employee engagement has a significant effect on turnover intention among employees of the National Construction Company.Conclusion: The results of this research are expected to be utilized by the management of the National Construction Company to reduce turnover rates by considering the employee engagement perceived by employees, thereby enabling the company to achieve better and sustainable performance.]]>
