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All Journal EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis SENTRALISASI Jurnal Spirits
Alvin Eryandra
Universitas Muhammadiyah Prof. Dr. Hamka
Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Energy Environmental Science Public Health Social Sciences Other

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Meningkatkan loyalitas melalui kepuasan konsumen terhadap pengguna transportasi berbasis online Alvin Eryandra
JURNAL SPIRITS Vol 11 No 1 (2020): Problematika Psikologis Organisasi Pendidikan dan Kerja
Publisher : Universitas Sarjanawiyata Tamansiswa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30738/spirits.v11i1.8538

Abstract

Perusahaan memperoleh peningkatan laba, mendatangkan pelanggan baru dan konsumsi produk dan jasa secara terus menerus yang dilakukan oleh konsumen merupakan dampak dari loyalitas merek.Salah satu yang mempengaruhi terciptanya loyalitas merekadalah kepuasan pelanggan.Penelitian sebelumnya menunjukkan bahwa kepuasan pelanggan dengan loyalitas merekmemiliki pengaruh positif signifikan. Semakin tinggi kepuasan yang dirasakan pelanggan maka semakin tinggi juga terbentuknya loyalitas pada sebuah merek. Penelitian ini bertujuan untuk menguji apakah kepuasan berpengaruh terhadap loyalitas merekpada pelanggan aplikasi transportasi Gojek ditengah tingginya persaingan dengan perusahaan sejenis dan adanya kenaikan tarif yang dikeluarkan oleh pemerintah. Penelitian ini melibatkan 183 konsumen yang menggunakan aplikasi Gojek sebagai media transportasi dengan metode survei. Hasil analisa regresi menunjukkan bahwa kepuasan pelanggan memiliki pengaruh yang positif signifikan terhadap terbentuknya loyalitas merek.Penelitian ini juga menunjukan pentingnya persepsi harga yang positif dan dapat menguntungkan bagi pelanggan. Pelanggan dapat beralih ke merek layanan jasa sejenis apabila harga tersebut tidak lagi dianggap memuaskan dan menguntungkan.  Kata Kunci : Kepuasan Pelanggan, Brand Loyalty, Pengguna Gojek
Turnover Intention’s Employees Retail: The Role Performance And Work Engagment Alfriano Tri Maulino; Alvin Eryandra
EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis Vol 12 No 3 (2024): Juli
Publisher : UNIVED Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/ekombis.v12i3.5876

Abstract

This study aims to determine the effect of employee performance and work engagement on turnover intention both partially and simultaneously at retail organization. This research uses a quantitative approach. The sampling used is accidental sampling through google form with a total of 496 respondents of retail organization employees. Employee performance measurement tools are measured by the Individual Work Performance Questionnaire (IWPQ) of 18 items. Work engagement is measured by the Utrecht Work Engagement Scale-9 (UWES-9) with a total of 9 items. Turnover intention was measured by Turnover Intention Scale (TII) by Mobley with 3 items. Data were processed using Jamovi 2.4 software with multiple linear regression models. Hypothesis testing results show that employee performance has no effect on turnover intention. While the work engagement variable has a negative effect on turnover intention. Simultaneously, employee performance and work engagement positively affect turnover intention by 6.7%.
Millennial Employees’ Performance: The Role of Psychological Well-being and Work Engagement Hafiz Haikal Ahnaf; Alvin Eryandra
SENTRALISASI Vol. 13 No. 2 (2024): Sentralisasi
Publisher : Universitas Muhammadiyah Sorong

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33506/sl.v13i2.3187

Abstract

This study aims to determine the effect of psychological well-being and work engagement partially and simultaneously on the performance of millennial generation employees. The method use a quantitative approach. Sampling using non-probability sampling technique through google form with a total of 367 millennial generation employee respondents who work in Jabodetabek. The psychological well-being was measured by Ryff's Psychological Well-being (RPWB) - NFSH totaling 18 items. Work engagement was measured by Utrecht Work Engagement Scale-9 (UWES-9) with a total of 9 items. Employee performance was measured by  Individual Work Performance Questionnaire (IWPQ) totaling 18 items. Data processing using Jamovi 2.4 software with multiple linear regression models. Hypothesis testing results show that psychological well-being variables has no effect on employee performance. While the work engagement variable has a positive effect on employee performance. Simultaneously, psychological well-being and work engagement have positive effect on employee performance of millennial generation in Jabodetabek by 6,55%.
Flexible Work Arrangements and Internal Communication Satisfaction Predicting Optimal Performance Jihan Fadhilah; Alvin Eryandra
SENTRALISASI Vol. 14 No. 3 (2025): September
Publisher : Universitas Muhammadiyah Sorong

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33506/sl.v14i3.4516

Abstract

This study aims to analyze the role of flexible work arrangements and internal communication satisfaction on performance in the organization. This quantitative research method involved 233 respondents with the criteria of permanent employees for at least one year at organizations that implement hybrid, work from anywhere, or remote systems. This research instrument uses the dimensions of flex-time and flex-place (flexible work arrangements), informational substantiality and relational satisfaction (internal communication satisfaction); contextual performance and task performance (job performance). Data analysis using multiple regression analysis with Jamovi 2.6.25 showed that flexible work arrangements and internal communication satisfaction simultaneously have a significant influence on performance (R2=0.548; p<0.001). Based on estimate values, this study reveals a significant positive influence of flexible working arrangements (Estimate=0.179) and internal communication satisfaction (Estimate=0.594) on performance. This indicates that the higher the value of flexible work arrangements and internal communication satisfaction, the higher the performance. These results also partially found that internal communication satisfaction had a smaller effect (β=0.0367; p<0.01) than flexible work arrangements (β= 0.0866; p=0.040) on performance. This finding confirms that organization should prioritize flexible work arrangements while ensuring robust internal communication satisfaction to support their implementation.
Co-Authors Alfriano Tri Maulino Hafiz Haikal Ahnaf Jihan Fadhilah