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Eksplorasi Dinamika Motivasi dan Kepuasan Kerja Dosen dalam Meningkatkan Perilaku Organisasi di Perguruan Tinggi Kota Serang Moh. Sutoro; Khaeruman
Jurnal Manajemen Dan Akuntansi Medan Vol. 8 No. 1 (2026): Jurnal Manajemen Dan Akuntansi Medan Januari 2026
Publisher : Yayasan Cita Cendikiawan Al Kharizmi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47709/jumansi.v8i1.7923

Abstract

Latar belakang: Kinerja dosen dipengaruhi oleh berbagai faktor, termasuk budaya organisasi, motivasi kerja, dan kepuasan kerja. Pemahaman terhadap hubungan antarvariabel ini penting untuk meningkatkan efektivitas manajemen pendidikan dan kualitas layanan akademik di perguruan tinggi. Penelitian ini bertujuan untuk menganalisis pengaruh budaya organisasi dan motivasi terhadap kinerja dosen dengan kepuasan kerja sebagai variabel mediasi. Metode penelitian: Penelitian menggunakan pendekatan kuantitatif dengan desain survei. Data dikumpulkan melalui kuesioner yang disebarkan kepada dosen di beberapa perguruan tinggi. Analisis data dilakukan menggunakan metode statistik deskriptif dan inferensial, termasuk pengujian hubungan antarvariabel serta pengaruh mediasi kepuasan kerja. Hasil penelitian: Temuan menunjukkan bahwa budaya organisasi dan motivasi kerja memiliki pengaruh signifikan terhadap kinerja dosen. Kepuasan kerja terbukti berperan sebagai mediator yang memperkuat pengaruh kedua variabel tersebut terhadap kinerja. Hal ini menegaskan pentingnya menciptakan lingkungan kerja yang mendukung dan meningkatkan motivasi dosen agar kinerja akademik optimal. Kesimpulan: Penelitian menyimpulkan bahwa peningkatan kinerja dosen tidak hanya bergantung pada motivasi individu, tetapi juga pada budaya organisasi dan kepuasan kerja. Perguruan tinggi disarankan untuk merancang strategi pengelolaan SDM yang holistik, dengan fokus pada penguatan budaya positif, pemberian insentif motivasional, dan peningkatan kepuasan kerja.
Improving Employee Performance through Transformational Leadership and Organizational Commitment Budi Susanto; Khaeruman Khaeruman
JIBEMA: Jurnal Ilmu Bisnis, Ekonomi, Manajemen, dan Akuntansi Vol. 3 No. 4 (2026): April
Publisher : CV. Muris Global Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62421/jibema.v3i4.632

Abstract

PT. Telkom Akses (PTTA), a subsidiary of PT. Telekomunikasi Indonesia Tbk, builds and manages telecommunications network infrastructure across Indonesia. One of its branch offices, PT. Telkom Akses Serang Banten, employs 132 staff who handle fixed-line telephony, internet, data communication, IPTV, network interconnection, and mobile services for hundreds of customers. Employee performance at this branch has drawn attention in recent years, particularly regarding how much leadership style and organizational commitment actually move the needle. This study set out to test both factors separately and together using a quantitative, causal-associative design. Data were collected through a survey of 57 employees, drawn by purposive sampling from a workforce of 132, and analyzed with multiple linear regression. Transformational leadership turned out not to matter much on its own, while organizational commitment did. Taken together, the two predictors explained a modest but statistically significant share of the variance in performance. The practical takeaway is straightforward: at PT. Telkom Akses Serang Banten, building commitment appears to matter more than cultivating a particular leadership style if the goal is better employee performance.
THE ROLE OF HUMAN CAPITAL PERFORMANCE IN INDONESIA IN PRIVATE UNIVERSITIES FOR ADVANCING THE ASEAN 2045 VISION Khaeruman Khaeruman; Irma Nurmala Dewi; Zainudin Hassan
International Journal of Multidisciplinary Research and Literature Vol. 5 No. 3 (2026): INTERNATIONAL JOURNAL OF MULTIDISCIPLINARY RESEARCH AND LITERATURE
Publisher : Yayasan Education and Social Center

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53067/ijomral.v5i3.450

Abstract

This study aims to analyze the performance of human capital in private universities in Indonesia to advance the ASEAN Vision 2045. Human capital is a strategic asset that determines the competitiveness of higher education institutions by developing competencies, fostering innovation, enhancing academic productivity, and enabling adaptability to changes in the global environment. The research uses a qualitative, descriptive approach. Data collection was conducted through in-depth interviews, observations, and document analysis at several private universities in Indonesia. The research informants were university leaders, human resource managers, lecturers, education staff, and international cooperation managers, selected through purposive sampling. Data analysis was conducted using NVivo software across the stages of open coding, axial coding, and selective coding to identify the main themes of the study. The study's results show that human resource competence, digital transformation, knowledge management, and organizational innovation are the main factors affecting human capital performance. In addition, private universities are well positioned to support the ASEAN Vision 2045 through talent development, academic innovation, and digital transformation. However, there are still challenges in the form of low international collaboration, ASEAN academic mobility, and gaps in the quality of human resources between universities. Therefore, a sustainable human capital development strategy is needed to enhance Indonesia's higher education competitiveness in the ASEAN region.
Pengaruh Work Engagement dan Pengalaman Kerja terhadap Produktivitas Kerja Karyawan pada Apotek Gama Kota Serang Mila Meilisa; Khaeruman Khaeruman; Aria Cendana Kusuma
Jurnal Pustaka Cendekia Hukum dan Ilmu Sosial Vol. 4 No. 2 (2026): Jurnal Pustaka Cendekia Hukum dan Ilmu Sosial Volume 4 Nomor 2 June - September
Publisher : PT PUSTAKA CENDEKIA GROUP

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70292/pchukumsosial.v4i2.502

Abstract

Produktivitas kerja karyawan merupakan salah satu faktor penting dalam mendukung pencapaian tujuan perusahaan. Salah satu faktor yang diduga memengaruhi produktivitas kerja karyawan adalah work engagement, yaitu keterikatan karyawan terhadap pekerjaannya, serta pengalaman kerja yang diperoleh melalui masa kerja dan kemampuan dalam melaksanakan tugas. Tujuan penelitian ini adalah untuk mengetahui pengaruh work engagement dan pengalaman kerja terhadap produktivitas kerja karyawan pada Apotek Gama Kota Serang, baik secara parsial maupun secara simultan. Penelitian ini menggunakan metode kuantitatif dengan pendekatan asosiatif. Teknik pengambilan sampel menggunakan teknik sampel jenuh dengan populasi dan sampel sebanyak 60 responden. Analisis data dilakukan menggunakan SPSS Versi 26. Hasil penelitian menunjukkan bahwa hipotesis pertama nilai signifikansi sebesar 0,009 lebih kecil dari 0,05 (0,009 < 0,05) maka Ha diterima. Hipotesis kedua nilai signifikansi sebesar 0,000 lebih kecil dari 0,05 (0,000 < 0,05). Hipotesis ketiga nilai signifikansi sebesar 0,000 lebih kecil dari 0,05 (0,000 < 0,05) maka Ha diterima. Kesimpulan penelitian menunjukkan bahwa work engagement dan pengalaman kerja berpengaruh positif dan signifikan baik secara parsial maupun secara simultan terhadap produktivitas kerja karyawan pada Apotek Gama Kota Serang
Pengaruh Gaya Kepemimpinan dan Adaptasi Teknologi Kerja terhadap Kinerja Karyawan pada Divisi Incoming Subcont di PT XYZ Yulis Ananda Putri; Khaeruman Khaeruman; Aria Cendana Kusuma
Jurnal Pustaka Cendekia Hukum dan Ilmu Sosial Vol. 4 No. 2 (2026): Jurnal Pustaka Cendekia Hukum dan Ilmu Sosial Volume 4 Nomor 2 June - September
Publisher : PT PUSTAKA CENDEKIA GROUP

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70292/pchukumsosial.v4i2.503

Abstract

Kinerja karyawan merupakan indikator penting dalam pencapaian tujuan perusahaan. Hasil pra survei pada Divisi Incoming Subcont PT XYZ menunjukkan adanya permasalahan pada gaya kepemimpinan dan adaptasi teknologi kerja yang diduga memengaruhi kinerja karyawan. Penelitian ini bertujuan menganalisis pengaruh gaya kepemimpinan dan adaptasi teknologi kerja terhadap kinerja karyawan, baik secara parsial maupun simultan. Penelitian menggunakan metode kuantitatif dengan pendekatan asosiatif kausal. Sampel berjumlah 40 karyawan dengan teknik sampling jenuh. Data dikumpulkan melalui kuesioner dan dianalisis menggunakan SPSS 26 meliputi uji instrumen, asumsi klasik, regresi linear berganda, koefisien determinasi, uji t, dan uji F. Hasil penelitian menunjukkan bahwa gaya kepemimpinan dan adaptasi teknologi kerja berpengaruh positif dan signifikan terhadap kinerja karyawan. Uji t menunjukkan gaya kepemimpinan (t = 8,817; sig. 0,000) dan adaptasi teknologi kerja (t = 2,226; sig. 0,029) berpengaruh signifikan. Secara simultan, uji F menghasilkan nilai 104,568 dengan signifikansi 0,000. Dengan demikian, gaya kepemimpinan dan adaptasi teknologi kerja terbukti berpengaruh positif dan signifikan terhadap kinerja karyawan, sehingga perusahaan perlu menerapkan kepemimpinan yang efektif serta mengelola adaptasi teknologi kerja untuk meningkatkan kinerja karyawan.
THE EFFECT OF ORGANIZATIONAL CLIMATE AND WORK ENGAGEMENT ON EMPLOYEE JOB SATISFACTION AT THE STATE ASSETS AND AUCTION SERVICE OFFICE (KPKNL) SERANG Tia Agustin; Khaeruman Khaeruman; Aria Cendana Kusuma
International Journal of Economy, Education and Entrepreneurship (IJE3) Vol. 6 No. 2 (2026): International Journal of Economy, Education and Entrepreneurship
Publisher : Yayasan Education and Social Center

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53067/ije3.v6i2.502

Abstract

This study aims to analyze the influence of organizational climate and work engagement on employee job satisfaction at the State Assets and Auction Service Office (KPKNL) Serang. The study uses a quantitative approach with a causal associative research design. The study population consisted of 41 employees, all of whom were sampled using a saturated sampling technique. Data were collected through questionnaires and analyzed using multiple linear regression with the help of SPSS, supported by instrument tests, classical assumption tests, coefficient of determination tests, partial tests (t-tests), and simultaneous tests (F-tests). The results of the study indicate that organizational climate and work engagement have a positive and significant effect on employee job satisfaction, both partially and simultaneously. Partially, organizational climate obtained a t-value of 5.179, which is greater than the t-table of 2.0243 with a significance value of 0.001 <0.05. In contrast, work engagement obtained a t-value of 2.058, which is greater than the t-table of 2.0243 with a significance value of 0.046 <0.05. Simultaneously, the calculated F value was 24.083, which was greater than the F table of 3.245 with a significance value of 0.001 < 0.05. The results of the study indicate that organizational climate and work engagement together have a significant influence on employee job satisfaction at KPKNL Serang. This finding indicates that the creation of a conducive organizational climate and increasing employee work engagement are important factors in increasing job satisfaction. This study is expected to be a reference for KPKNL Serang in formulating more effective human resource management policies to create a supportive work environment and increase employee job satisfaction.
AN ANALYSIS OF THE EFFECTS OF COMPENSATION AND WORK ENGAGEMENT ON EMPLOYEE PERFORMANCE IN THE PRODUCTION DEPARTMENT AT PT PANELINDO FURNITECH MULTIGUNA, SERANG REGENCY Siti Muhaeni Indriyanti; Khaeruman Khaeruman; Aria Cendana Kusuma
International Journal of Economy, Education and Entrepreneurship (IJE3) Vol. 6 No. 2 (2026): International Journal of Economy, Education and Entrepreneurship
Publisher : Yayasan Education and Social Center

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53067/ije3.v6i2.503

Abstract

This study aims to examine the influence of K compensation and work engagement on employee performance, both partially and simultaneously, within the production department of PT Panelindo Furnitech Multiguna in Serang Regency, which has experienced a downward trend in production target achievement since March 2026, allegedly due to sub-optimal management of these two factors. This study employs a survey method using a quantitative approach. The study population and sample comprised all 77 employees in the production department, using a saturation sampling technique. Data were collected through observation, literature review, and a Likert-scale questionnaire, and subsequently analyzed using SPSS version 25 via classical assumption tests, multiple linear regression, the coefficient of determination test, the t-test, and the F-test. The results indicate that Compensation (X1 ) has a positive and significant effect on Employee Performance (Y) (tcalculated  8.842 > ttable 1.66543; sig. < 0.001), whilst Job Commitment (X2 ) showed a negative relationship with tcalculated  -2.531 and sig. 0.013. Taken together, Compensation and Job Commitment have a significant effect on Employee Performance (Fcalculated  40.623 > Ftable  3.120; sig. < 0.001), with a coefficient of determination (R²) of 0.523 or 52.3%. It is concluded that compensation is the most dominant factor in improving Employee Performance in this study.
THE TRANSFORMATION OF TALENT MANAGEMENT IN THE FACE OF THE ARTIFICIAL INTELLIGENCE ERA IN TECHNOLOGY COMPANIES IN INDONESIA Khaeruman Khaeruman; Irma Nurmala Dewi; Anita Ariffin
International Journal of Economy, Education and Entrepreneurship (IJE3) Vol. 6 No. 2 (2026): International Journal of Economy, Education and Entrepreneurship
Publisher : Yayasan Education and Social Center

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53067/ije3.v6i2.508

Abstract

The transformation of talent management has become a strategic issue for technology companies in line with the rapid development of artificial intelligence (AI). This study aims to analyze the transformation of talent management in the face of the AI era within technology companies in Indonesia. The research employs a qualitative approach using a case study design. Data collection was carried out through in-depth interviews, observation, and documentation at PT Tekno Maju Indonesia during November–December 2025. Data analysis utilized manual coding and thematic analysis, encompassing data reduction, data presentation, and the drawing of conclusions. The findings indicate that the implementation of AI has improved the efficiency of the recruitment process through the automation of candidate screening; however, final decisions still require an assessment by Human Resources regarding cultural fit and soft skills. Furthermore, the company has revised its talent development strategy by prioritizing AI literacy, critical thinking skills, adaptability, and continuous upskilling programs. The study also identified the phenomenon of ‘AI anxiety’, which affects employees’ readiness to face digital transformation. To address this, companies are implementing transparent communication, continuous training, and a human-centered approach to change management. This research contributes to the body of knowledge on AI-driven talent management transformation. It serves as a reference for technology companies in designing adaptive, innovative, and sustainable human resource management strategies in the era of artificial intelligence.
Pelatihan Pembuatan Hand Sanitizer Berbahan Lokal dalam Upaya Pemberdayaan Kesehatan Masyarakat Desa Karang Dima Kabupaten Sumbawa di Masa Pandemi Covid-19 Siti Nurhidayati; Khaeruman Khaeruman; Ni Kadek Dwityasari Anggraeni
Nuras : Jurnal Pengabdian Kepada Masyarakat Vol. 2 No. 3 (2022): July
Publisher : Lembaga Pendidikan, Penelitian, dan Pengabdian Kamandanu

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (465.745 KB) | DOI: 10.36312/njpm.v2i3.104

Abstract

Hand sanitizers are a community need during the Covid-19 pandemic. The availability of hand sanitizers is very small, so they are sold at relatively expensive prices on the market. One solution to the need for public health during the Covid-19 pandemic is to use hand sanitizers made from local materials that can be found in the surrounding environment. However, public knowledge about this is very low. For this reason, this service is carried out to provide knowledge and skills to the community on how to make hand sanitizers made from local materials that are environmentally friendly and economical, such as: betel leaf and lime. This service activity is carried out in 4 (four) stages, namely: 1) interviews and observations, to find out the initial conditions of the people of Karang Dima Village, Sumbawa Regency and local materials that can be used for making hand sanitizers; 2) socialization to the community about the importance of maintaining cleanliness; 3) training and hands-on practice of making hand sanitizers made from local ingredients and their packaging; and 4) assistance. The enthusiasm of the community during the training was very high, and the result of the training was that the community had qualified skills in making their own hand sanitizer, which was much needed.
Pemberdayaan Masyarakat Desa Bunut Baok Kabupaten Lombok Tengah Melalui Pengolahan Limbah Lokal Menjadi Pupuk Organik Siti Nurhidayati; Khaeruman Khaeruman
Nuras : Jurnal Pengabdian Kepada Masyarakat Vol. 3 No. 1 (2023): January
Publisher : Lembaga Pendidikan, Penelitian, dan Pengabdian Kamandanu

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (863.894 KB) | DOI: 10.36312/njpm.v3i1.147

Abstract

Bunut Baok Village is one of the villages located in Praya District, Central Lombok Regency. The majority of the people are breeders and farmers. Farmers leave behind mountains of cow manure, have a pungent odor, and pollute the surrounding waters, so that people feel disturbed. Meanwhile, farmers currently have difficulty obtaining fertilizer and the price is very expensive, because chemical fertilizers can boost agricultural/plantation yields. Communities generally use chemical fertilizers, where the excessive use of chemical fertilizers has an impact on environmental damage. For this reason, the community needs to be given knowledge about the processing and benefits of organic fertilizer packaged through community empowerment activities in the form of training and counseling so that they are able to process local waste into organic fertilizer that is environmentally friendly. Through this activity, it is hoped that the community will be able to take advantage of existing local potential and be able to carry out further innovations regarding organic fertilizers, even being able to be packaged and produced in large quantities to be used as a livelihood for the local community. This service activity is carried out in three stages, namely: 1) preparation, in the form of observations and interviews as well as identification of local waste as the main ingredient for making organic fertilizer; 2) outreach to the public about the importance of treating waste so that the environment is kept clean; and 3) training on processing local waste into organic fertilizer. The community is very motivated by this activity, especially because environmental pollution is reduced by waste treatment and can overcome the scarcity of fertilizer they really need.
Co-Authors A. A. Istri Agung Rai Sudiatmika Abduh, Edi Muhammad Afriyanti, Mutiara Ahmad Mukhlis, Ahmad Ahmed, Abdal Anita Ariffin Ardi Hidayat Ariefah Maulani Azmi, Irham BAHITS, ABDUL Baihaki Baihaki Basrowi Basrowi Basrowi Basrowi, Basrowi Budi Susanto Cahyawati, Atiq Dedi Damhudi Destian, Aan Dewi, Irma Nirmala Difa Ramadani Nurhidayati Edi Muhammad Abduh Edi Muhammad Abduh Al Hamidi Fariha Maulani Fatari, Fatari Gargazi Gargazi Gibran, Mohammad Fatih Hafidz Hanafiah Hamidah . Henny Noviany Hety Devita Hulyadi, Hulyadi I Ketut Suma I Ketut Suma I Komang Wahyu Wiguna I Nyoman Suardana I Wayan Suastra Ihwan Satria Lesmana Insan, Wahyu Irma Nurmala Dewi Iryana Putri, Adela Winda Jaka Wijaya Kusuma Ketut Suma Khadijah, Ina Khatimah, Nurhusnul Khotifatul Defi Nofitasari Komarudin, Mochamad Fahru Kusuma, Aria Cendana Laras Firdaus LENI TRIANA, LENI Lesmana, Ihwan Satria Loso Judijanto M. Ayatullah, Ayat M. Ilmi Syiraf M. Muhali Ma'arif, Minhatul Maharani, Aditya Masiah Masiah Mat Noor, Noorsidi Aizuddin Maulida Rahmi Mila Meilisa Millatun Hanafiyah Moh. Sutoro Muhammad Faisal Muhammad Faiz Muhammad Fikri Musa Hubeis Nabila, Nova Ni Kadek Dwityasari Anggraeni Noor, Noorsidi Aizuddin Mat Nurita Aliffia Sugiyanti Nurwita, Nurwita Permatasari, Santi Pramudi Harsono Raden Irna Afriani Rahayu, Sari Rahmawati, Kareen Ramadhan, Muhammad Dzikri Syahrul RIKA KARTIKA Romli, Ombi Sain, Zohaib Hassan Salapudin, Salapudin Santha Chenayah Sholihat, Urfi Siswahyudianto SITI MARYAM Siti Masitoh Siti Muhaeni Indriyanti Siti Nurhidayati Sofianty, Eva Sri Wahyuni Sudiatmika, AAIA Rai Suflani Sukmawan, Irwan Sukmawati Sukmawati Surachman Surachman Sutoro, Moh. Suwarni Suwarni Tabroni Tia Agustin Tri Meliani Susanti Uli Wildan Nuryanto Ulpah, Ulpah Wahyudi, Didi Wibowo, Raditya Wulandari, Riski Yeny Safriyana Yeti Rohayati Yopi Rahamdani Yuliah, Yuliah Yulis Ananda Putri yusnita, nancy Yusran Khery, Yusran Zainudin Hassan