Article Per Year (5 Year)
p-Index From 2021 - 2026
2.717
P-Index
This Author published in this journals
All Journal JURNAL EMBA : JURNAL RISET EKONOMI, MANAJEMEN, BISNIS DAN AKUNTANSI Journal of Economics, Business, & Accountancy Ventura JMBI UNSRAT (Jurnal Ilmiah Manajemen Bisnis dan Inovasi Universitas Sam Ratulangi) SOSIOEDUKASI : JURNAL ILMIAH ILMU PENDIDIKAN DAN SOSIAL Neraca Manajemen, Akuntansi, dan Ekonomi IJEFSD
Olivia S. Nelwan
Unknown Affiliation
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Social Sciences Other

Published : 19 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 19 Documents
Search

 1   2 
PENGARUH PENEMPATAN KERJA, KODE ETIK, DAN KEBAHAGIAAN TERHADAP PRESTASI KERJA PEGAWAI BADAN PUSAT STATISTIK PROVINSI SULAWESI UTARA Jordy Tampanguma; Olivia S. Nelwan; Mac. D. B. Walangitan
Jurnal EMBA : Jurnal Riset Ekonomi, Manajemen, Bisnis dan Akuntansi Vol. 12 No. 01 (2024): JE. Vol. 12 No 1
Publisher : Universitas Sam Ratulangi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35794/emba.v12i01.54143

Abstract

Penelitian ini adalah penelitian kuantitatif yang bertujuan untuk mengetahui Pengaruh Penempatan Kerja, Kode Etik dan Kebahagiaan Terhadap Prestasi Kerja di Badan Pusat Statistik Provinsi Sulawesi Utara, Penelitian ini menggunakan metode pengambilan sampel jenuh sehingga diperoleh sampel sebanyak 75 dari total populasi 75 pegawai di Badan Pusat Statistik Provinsi Sulawesi Utara.  Dengan metode pengambilan data berupa angket atau kuesioner. Metode analisis yang digunakan adalah metode analisis regresi linier berganda dengan bantuan alat analisis program Software SPSS 26. Hasil penelitian ini menunjukan secara parsial bahwa Penempatan Kerja mempunyai hubungan searah dan berpengaruh signifikan terhadap Prestasi Kerja, Kode Etik berpengaruh positif dan signifikan terhadap Prestasi Kerja, Kebahagiaan  mempunyai hubungan searah tetapi tidak berpengaruh terhadap Prestasi Kerja. Secara simultan  Penempatan Kerja, Kode Etik dan Kebahagiaan  secara bersama-sama berpengaruh signifikan terhadap Prestasi Kerja pada pegawai di Badan Pusat Statistik Provinsi Sulawesi Utara.   Kata Kunci : Penempatan Kerja, Kode Etik, Kebahagiaan
PENGARUH KARAKTERISTIK INDIVIDU, PROFESIONALISME, PEMBERIAN INSENTIF, DAN MOTIVASI TERHADAP KUALITAS TENAGA KERJA PADA PT. TELKOM MANADO Alfira Astrid Manoppo; Olivia S. Nelwan; Jeffry L.A. Tampenawas
Musytari : Neraca Manajemen, Akuntansi, dan Ekonomi Vol. 4 No. 7 (2024): Musytari : Neraca Manajemen, Akuntansi, dan Ekonomi
Publisher : Cahaya Ilmu Bangsa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.8734/musytari.v4i7.2581

Abstract

Tujuan dari penelitian ini yaitu untuk mengetahui pengaruh karakteristik individu, profesionalisme, pemberian insentif, dan motivasi terhadap kualitas tenaga kerja pada PT. Telkom Manado. Populasi dalam penelitian ini adalah tenaga kerja pada PT. Telkom Manado, yang berjumlah 32 orang. Besarnya sampel dalam penelitian ini menggunakan teknik total jenuh yang mengambil seluruhnya populasi menjadi sampel yaitu 32 responden. Metode penelitian menggunakan metode analisis regresi linier berganda. Analisis yang digunakan meliputi uji instrumen penelitian (uji validitas dan uji reliabilitas), analisis regresi linier berganda, uji asumsi klasik (uji multikolinearitas, uji heteroskedastisitas dan uji normalitas) dan uji hipotesis (uji t, uji F dan koefisien determinasi). Dengan uji ini dapat dilihat bagaimana variabel-variabel independen berpengaruh terhadap variabel dependen. Hasil penelitian ini menemukan bahwa karakteristik individu berpengaruh positif signifikan terhadap kualitas tenaga kerja, profesionalisme berpengaruh positif signifikan terhadap kualitas tenaga kerja, pemberian insentif berpengaruh positif signifikan terhadap kualitas tenaga kerja, dan motivasi berpengaruh positif signifikan terhadap kualitas tenaga kerja. Karakteristik individu, profesionalisme, pemberian insentif, dan motivasi berpengaruh terhadap kualitas tenaga kerja pada PT. Telkom Manado.
PENGARUH MOTIVASI TEAMWORK DAN KEPUASAN KERJA TERHADAP KINERJA KARYAWAN DI MULTIMART MANADO SERTA KEBAHAGIAAN SEBAGAI VARIABEL INTERVENING Rorimpandey, Pricilia Tamara; Olivia S. Nelwan; Mac Donald B. Walangitan
Jurnal EMBA : Jurnal Riset Ekonomi, Manajemen, Bisnis dan Akuntansi Vol. 13 No. 01 (2025): JE. Vol. 13 No 1
Publisher : Universitas Sam Ratulangi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35794/emba.v13i01.60257

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh motivasi, Teamwork, dan kepuasan kerja terhadap kinerja karyawan dengan kebahagiaan sebagai variabel mediasi di Multimart Ranotana Manado. Hasil penelitian menunjukkan bahwa motivasi (β=0,322; p=0,020), Teamwork (β=0,229; p=0,023), dan kepuasan kerja (β=0,188; p=0,009) masing-masing berpengaruh signifikan positif terhadap kebahagiaan. Selanjutnya, motivasi (β=0,014; p=0,016), Teamwork (β=0,033; p=0,012), kepuasan kerja (β=0,316; p=0,025), dan kebahagiaan (β=0,097; p=0,001) berpengaruh signifikan positif terhadap kinerja karyawan. Analisis jalur mengungkapkan adanya pengaruh tidak langsung yang signifikan dari motivasi (p=0,00032), Teamwork (p=0,00027), dan kepuasan kerja (p=0,00022) terhadap kinerja karyawan melalui kebahagiaan sebagai variabel mediasi. Model penelitian ini memiliki nilai koefisien determinasi (R2) sebesar 0,152, yang berarti 15,2% variasi kinerja karyawan dapat dijelaskan oleh variabel-variabel dalam model, sedangkan sisanya 84,8% dipengaruhi oleh variabel lain di luar model. Temuan ini sejalan dengan penelitian sebelumnya oleh Setyawan (2022) yang menunjukkan pengaruh signifikan kepuasan kerja terhadap kebahagiaan, serta penelitian Syarifi (2019) yang membuktikan pengaruh signifikan kebahagiaan terhadap kinerja karyawan. Penelitian ini menggarisbawahi pentingnya faktor kebahagiaan karyawan sebagai mediator dalam meningkatkan kinerja organisasi di Multimart Ranotana Manado. Kata Kunci: Motivasi kerja tim, kepuasan kerja, kebahagiaan, kinerja karyawan, variabel mediasi, Multimart Ranotana Manado
THE INFLUENCE OF ORGANIZATIONAL CULTURE, WORK COMMITMENT AND JOB SATISFACTION ON EMPLOYEE PERFORMANCE (CASE STUDY OF PT. BANK RAKYAT INDONESIA TBK OFFICE OF THE SARAPUNG MANADO BRANCH) Ni Putu Meydela Suarjana; Olivia S. Nelwan; Imelda WJ Ogi
International Journal on Economics, Finance and Sustainable Development (IJEFSD) Vol. 5 No. 1 (2023): International Journal on Economics, Finance and Sustainable Development (IJEFSD
Publisher : Research Parks Publishers

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31149/ijefsd.v5i1.3907

Abstract

This study aims to see the influence of Organizational Culture, Work Commitment and Job Satisfaction on Employee Performance. This analysis uses independent variables, namely Organizational Culture, Work Commitment and Job Satisfaction. The dependent variable is Performance. The sample of this research is the employees of Bank BRI, Sarapung Branch, Manado, North Sulawesi. Sampling was done by saturated sample method. Data collection was carried out by distributing questionnaires directly to 60 employees. The statistical method uses multiple linear regression analysis, with the T test and F test. The results of this study indicate that the influence of organizational culture partially has a positive and significant effect on employee performance, work commitment partially has a positive and significant effect on employee performance, Job satisfaction partially has a positive and significant effect on employee performance. Organizational Culture, Work Commitment and Job Satisfaction simultaneously have a positive and significant effect on Employee Performance.
Institutional Pressure and the Adoption of Sustainable Development Goals (SDGs) in Mining Companies in Indonesia Sammy Rommy Novie Korua; Olivia S. Nelwan; Victor P.K. Lengkong; Rita N. Taroreh; Genita G. Lumintang
SOSIOEDUKASI Vol 14 No 4 (2025): SOSIOEDUKASI : JURNAL ILMIAH ILMU PENDIDIKAN DAN SOSIAL
Publisher : Fakultas Keguruan Dan Ilmu Pendidikan Universaitas PGRI Banyuwangi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36526/sosioedukasi.v14i4.6431

Abstract

This study uses institutional theory as the analytical framework to examine how institutional pressures affect the institutional adoption of sustainable development goals (SDGs) among mining companies in Indonesia. Through a qualitative content analysis of sustainability reports from 11 firms in three categories of ownership (state-owned enterprises, multinational corporations, and domestic private firms), this study examines different patterns of SDG integration due to coercive normative and mimetic pressures. The findings reveal that multinationals pursue the widest array of SDGs 15-16, motivated by global ESG expectations and investor demands. State-owned enterprises show moderate adoption of 10-12 goals mainly due to national regulations and the legitimacy of the public. Domestic private firms have high variability in 6-11 goals, with listed or parent-affiliated firms showing more substantive engagement than their smaller non-listed counterparts. Crucially, the research concludes that capital market affiliation, directly or indirectly, serves as a consistent normative force that increases the adoption of SDGs for all ownership types. This research contributes theoretically to the literature, showing that normative pressure from financial markets could outweigh coercive regulatory pressure in driving meaningful sustainability practices in developing economies. Practically, it provides practical insights for regulators, investors, and corporate leaders to enhance the implementation of SDGs beyond mere symbolic disclosure.
TOP MANAGEMENT TEAM AND COMPANY PERFORMANCE IN BIG COUNTRIES VS SMALL COUNTRIES Elly Tulung, Joy; S. Nelwan, Olivia; P.K. Lengkong, Victor
Journal of Economics, Business, and Accountancy Ventura Vol. 15 No. 1 (2012): April 2012
Publisher : Universitas Hayam Wuruk Perbanas

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.14414/jebav.v15i1.60

Abstract

So far, there has been little research related to the impact of globalization on corporate governance,particularly the internationalization of the board of directors of international orglobal companies. Besides that, there has been little attention to the nationality compositionof top management. In connection with such a condition, this study attempts to investigatehow the Nationality Diversity in Top Management Team (TMT) affects Company Performancein big countries in Europe versus small countries in Europe. The research data weremanagement boards of companies in 111 companies: 30 in Germany, 38 in France, 25 in theNetherlands, and 18 in Belgium. The whole dataset was provided by Van Veen and Marsman(2008) and derived from this study on nationality diversity. The study provides several results.First, there is a positive relationship between the nationality diversity of TMT membersand company performance. Second, the size of the companies depends on the size of thecountry; companies in the big countries have more employees than those in the small countries.Third, the result of company performance in the big countries and the small countries isnot significant, so the performance of the companies in the big countries is not better thanthat of the companies in the small countries.
PENGARUH KETERAMPILAN MANAJEMEN, MOTIVASI KERJA DAN KONFLIK PERAN GANDA TERHADAP KINERJA UMKM PEREMPUAN DI KOTA MANADO Ambat, Yesika Tabita; Olivia S. Nelwan; Arrazi Bin Hasan Jan
JMBI UNSRAT (Jurnal Ilmiah Manajemen Bisnis dan Inovasi Universitas Sam Ratulangi). Vol 12 No 3 (2025): JMBI UNSRAT Volume 12 Nomor 3
Publisher : Magister Manajemen Program Pasca Sarjana Universitas Sam Ratulangi Manado

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35794/jmbi.v12i3.65484

Abstract

Women's resilience in managing businesses offers enormous potential to accelerate national economic recovery. Increasing the number of women-managed MSMEs can absorb labor and reduce unemployment. However, women-owned businesses still struggle to grow. The majority of women-owned businesses are micro and small businesses. This is because women entrepreneurs still face various obstacles in running their businesses. It is crucial to understand the factors and characteristics that contribute to women's success in entrepreneurship in order to create a supportive environment for growth and unlock their full potential in entrepreneurship. This research was conducted on female MSMEs in Manado City. The research sample was 100 people obtained using accidental sampling technique. The results of the study show that: (1) at all age levels, the most common business sector is selling food/drinks; (2) Unmarried female MSMEs prefer to sell food/drinks, online buying and selling, and beauty salon businesses.
PENGARUH KOMPETENSI, MOTIVASI, KEPEMIMPINAN, DAN LINGKUNGAN KERJA TERHADAP KINERJA PEGAWAI MELALUI KEPUASAN KERJA SEBAGAI VARIABEL INTERVENING PADA BNN PROVINSI SULAWESI UTARA Pandensolang, Fatrisye; Olivia S. Nelwan; Jessy J. Pondaag
JMBI UNSRAT (Jurnal Ilmiah Manajemen Bisnis dan Inovasi Universitas Sam Ratulangi). Vol 12 No 3 (2025): JMBI UNSRAT Volume 12 Nomor 3
Publisher : Magister Manajemen Program Pasca Sarjana Universitas Sam Ratulangi Manado

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35794/jmbi.v12i3.66037

Abstract

ABSTRACT: This study aims to analyze the influence of competence, motivation, leadership, and work environment on job satisfaction and employee performance, with job satisfaction as a mediating variable at the National Narcotics Board (BNN) of North Sulawesi Province. This research employs a quantitative explanatory method using the Structural Equation Modeling–Partial Least Squares (SEM–PLS) approach. Data were collected through questionnaires distributed to all employees of BNN North Sulawesi Province and processed using SmartPLS software. The results indicate that motivation and work environment have a positive and significant effect on job satisfaction, while competence and leadership have no significant effect on job satisfaction. Furthermore, competence and job satisfaction significantly affect employee performance, whereas motivation, leadership, and work environment show no direct effect. However, job satisfaction significantly mediates the relationship between motivation and work environment with performance, but not between competence or leadership and performance. These findings confirm that job satisfaction plays a crucial psychological mediating role linking individual and environmental factors to employee performance. Intrinsic motivation, a supportive work environment, and emotionally engaged leadership are proven to enhance performance more effectively than structural control alone. Theoretically, the study reinforces Herzberg’s, Locke’s, and Spencer’s frameworks in the public-sector context and contributes an empirical model of satisfaction-based employee performance, which is highly relevant for government institutions such as National Narcotics Board (BNN) North Sulawesi.
PENGARUH KENAIKAN PANGKAT TERHADAP PERENCANAAN KARIER DAN KINERJA PEGAWAI NEGERI SIPIL DENGAN KEPUASAN KERJA SEBAGAI VARIABEL INTERVENING (STUDI PADA KANTOR REGIONAL XI BKN MANADO) Monareh, Pascal; Olivia S. Nelwan; Frederik G. Worang
JMBI UNSRAT (Jurnal Ilmiah Manajemen Bisnis dan Inovasi Universitas Sam Ratulangi). Vol 12 No 3 (2025): JMBI UNSRAT Volume 12 Nomor 3
Publisher : Magister Manajemen Program Pasca Sarjana Universitas Sam Ratulangi Manado

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35794/jmbi.v12i3.66105

Abstract

This study aims to analyze the effect of promotion on career planning and performance of Civil Servants (PNS) at Regional Office XI of the National Civil Service Agency Manado, with job satisfaction as an intervening variable. The study employed a quantitative approach through a survey of 83 civil servants and analyzed using Partial Least Squares–Structural Equation Modeling. The results show that promotion does not have a significant direct effect on career planning or employee performance, but has a positive and significant indirect effect through job satisfaction. Additionally, promotion has a direct positive effect on job satisfaction, while job satisfaction directly and positively influences career planning and performance of civil servants.
Co-Authors Agung Prasutyo Edy Alfira Astrid Manoppo Ambat, Yesika Tabita Andre I.J Woruntu Arrazi Bin Hasan Jan Deril Adriel Malombeke Frederik G. Worang Genita G. Lumintang Greis M. Sendow Imelda WJ Ogi Jeffry L.A. Tampenawas Jessy J. Pondaag Joan Jeane Ribca Mamentu Jordy Tampanguma Joy Elly Tulung Mac Donald B. Walangitan Mac. D. B. Walangitan Marine Celine Kristel Palar Mega Dewi Astuti Meilinda Ussu Merinda H. Ch. Pandowo Monareh, Pascal Ni Putu Meydela Suarjana Pandensolang, Fatrisye Regina T. Saerang Rita N. Taroreh Rorimpandey, Pricilia Tamara Sammy Rommy Novie Korua sesti agus Victor P.K. Lengkong Viktor P.K Lengkong Weny Yantje Uhing