Articles
<![CDATA[Job satisfaction in compensation, environment, discipline, and performance: evidence from Indonesia higher education ]]>
<![CDATA[Saputra, Pramana]]>;
<![CDATA[Sudiro, Achmad]]>;
<![CDATA[Irawanto, Dodi W.]]>
<![CDATA[ MEC-J (Management and Economics Journal) Vol 2, No 3 (2018) ]]>
Publisher : <![CDATA[Faculty of Economics, State Islamic University of Maulana Malik Ibrahim Malang ]]>
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DOI: 10.18860/mec-j.v0i0.5611
<![CDATA[This research aims to examine the role of job satisfaction in compensation, environment, discipline, and performance in Indonesia Higher Education, exactly in State Polytechnic of Banjarmasin (POLIBAN). To examine the hypotheses and mediator variabel, this research used Partial Least Square (PLS). It found that of ten hypotheses tested, four hypeteses were negative and insignificant. In addition, the test of mediation, by PLS, also showed that Job satisfaction cannot mediate the relationship between compensation and performance. However, it can be a mediator for the relationship between environment or discipline and performance. These results confirmed and contradict to the previous studies conducted.]]>
<![CDATA[PENERAPAN PENILAIAN KINERJA DALAM UPAYA MENINGKATKAN KEPUASAN KERJA KARYAWAN STUDI KASUS PADA PT INDOCEMENT TUNGGAL PRAKARSA TBK ]]>
<![CDATA[Pramana Saputra]]>;
<![CDATA[Dodi Wirawan]]>
<![CDATA[ Jurnal Ilmiah Mahasiswa FEB Vol 2, No 2: Semester Genap 2013/2014 ]]>
Publisher : <![CDATA[Fakultas Ekonomi dan Bisnis Universitas Brawijaya ]]>
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<![CDATA[The research aims to determine the procedures for application of performance appraisal in PTIndocement, current employees satisfaction and factors that influence the employeessatisfaction in the application performance appraisal. By using the methods of qualitativeresearch and case study approach in order to explore deeper picture about condition of theresearch subject and object. As the result from interpretation of the interview note that whenand how long the performance appraisal execute, who’s the judge and who’s be judge, whichmethods used, what kind of reward and punishment is given and like what forms forperformance appraisal. Furhermore, the condition of PT Indocement employees satisfaction isreally depend on the category of obtained scores as it will determine whether the employeegets a reward or punishment, and in assessing, the appraiser is often biase either intentionallyor not to maintain good relation between them. Cause good relation between employee andits supervisor are also included in one of the factors of employees satisfaction due toperformance appraisal.Keywords: Performance Appraisal, Employee Satisfaction.]]>
<![CDATA[Optimalisasi Teknologi untuk Pemberdayaan SDM dan Manajemen Pemasaran di Desa Kuala Mandor ]]>
<![CDATA[Charlie]]>;
<![CDATA[Pramana Saputra]]>;
<![CDATA[Audriana Septiani Lo]]>;
<![CDATA[Duhafilianisa]]>;
<![CDATA[Kevin Wijaya]]>;
<![CDATA[Yusuf Kurniawan.BM.]]>
<![CDATA[ El-Mujtama: Jurnal Pengabdian Masyarakat Vol. 5 No. 1 (2025): El-Mujtama: Jurnal Pengabdian Masyarakat ]]>
Publisher : <![CDATA[Intitut Agama Islam Nasional Laa Roiba Bogor ]]>
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DOI: 10.47467/elmujtama.v5i1.5395
<![CDATA[Technology continues to experience rapid development as times progress. The utilization of technology also continues to spread to all fields and aspects of human life. The use of technology helps various aspects to develop existing opportunities. In addition, human resource management (HRM) is very important for running company or organizational activities so that everything runs well and achieves targets. To succeed in a field, the implementation and development of human resources based on technology is needed in order to create quality human resources. In the current era, technology helps businesses to carry out more efficient digital innovations. Optimizing the use of technology became our main focus when conducting KKM-PKM activities in Kuala Mandor village. This proposal suggests a series of innovative activities aimed at developing the existing potential in Kuala Mandor village. The implementation of our work program also involves the participation of Kuala Mandor villagers. The innovative steps we take are providing education and digitalizing social media accounts for SMAN 1 Kuala Mandor and Keramba Cipta Mandiri. With this innovative step, Kuala Mandor village is expected to develop into a productive village and have a positive impact on the people involved.]]>
<![CDATA[Corporate reputation's mediation in gen z's job application intentions in west Kalimantan ]]>
<![CDATA[Megawati, Megawati]]>;
<![CDATA[Saputra, Pramana]]>;
<![CDATA[Jaya, Arman]]>;
<![CDATA[Hendri, M. Irfani]]>;
<![CDATA[Fauzan, Rizky]]>
<![CDATA[ Junal Ilmu Manajemen Vol 8 No 1 (2025): January: Management Science and Field ]]>
Publisher : <![CDATA[Institute of Computer Science (IOCS) ]]>
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DOI: 10.35335/jmas.v8i1.569
<![CDATA[This study aims to analyze the influence of employer attractiveness, social media, and corporate reputation as mediating variables on the job application intentions of Generation Z in West Kalimantan. The population for this research consists of 194 Gen Z respondents from West Kalimantan. The study employs a quantitative approach, collecting data through an online survey using Google Forms. The data is analyzed using Structural Equation Modeling (SEM) with the help of the SMARTPLS 4.0 statistical application. Based on the analysis, it is concluded that employer attractiveness does not significantly encourage Generation Z to apply for jobs in West Kalimantan. In contrast, social media effectively boosts their interest in applying. Both employer attractiveness and social media influence corporate reputation, which in turn encourages Generation Z to apply for jobs. Additionally, a strong reputation enhances the effects of employer attractiveness and social media in attracting applicants.]]>
<![CDATA[The effect of perceived organizational support on organizational citizenship behavior mediated by employee engagement and employee development in F&B employees in Indonesia ]]>
<![CDATA[Anggraeni, Sufi]]>;
<![CDATA[Malini, Helma]]>;
<![CDATA[Saputra, Pramana]]>
<![CDATA[ Junal Ilmu Manajemen Vol 8 No 1 (2025): January: Management Science and Field ]]>
Publisher : <![CDATA[Institute of Computer Science (IOCS) ]]>
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DOI: 10.35335/jmas.v8i1.580
<![CDATA[The food and beverage industry, both nationally and internationally, has been an essential factor in Indonesia's economic development and contributes significantly to GDP and employment. With increasing globalization and rapidly changing consumer preferences, business owners and entities operating within this sector will face more challenges. One of the challenges facing the F&B industry today is the effort to increase productivity. In this case, Organizational Citizenship Behavior is essential to increase employee productivity and performance. However, F&B industry employees still have low OCB levels. Perceived organizational support is needed to optimize the formation of OCB behavior. In addition, Employee Engagement and Employee Development are also considered to help improve Organizational Citizenship Behavior. In this instance, the study intends to investigate how perceived organizational support influences organizational citizenship behavior and ascertain how employee engagement and development function as mediators. This study employs a quantitative methodology using the Partial Least Squares in the Smart PLS version 4.0 application and the Structural Equation Modeling (SEM) PLS research method. With a sample of 180 respondents, the study's population consisted of all F&B workers in Indonesia. According to the survey, employee engagement mediates between perceived organizational support and organizational citizenship behavior. However, employee development does not show this impact. These results give human resource managers in Indonesia's F&B industry an important direction on boosting employee engagement and organizational support to promote constructive and pleasant workplace behaviors.]]>
<![CDATA[The influence of transformational leadership and servant leadership on employee performance mediated by job satisfaction ]]>
<![CDATA[Putri, Rizki Wahyuni]]>;
<![CDATA[Saputra, Pramana]]>;
<![CDATA[Rosnani, Titik]]>;
<![CDATA[Irdhayanti, Efa]]>
<![CDATA[ Junal Ilmu Manajemen Vol 8 No 1 (2025): January: Management Science and Field ]]>
Publisher : <![CDATA[Institute of Computer Science (IOCS) ]]>
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DOI: 10.35335/jmas.v8i1.584
<![CDATA[This study aims to analyze the effect of transformational leadership and servant leadership on employee performance, with job satisfaction as a mediating variable. Transformational leadership is known for its ability to inspire and motivate employees to achieve organizational goals more effectively through self-development and stronger commitment. On the other hand, servant leadership emphasizes the well-being and needs of employees, which creates a supportive and empathetic work environment. Both leadership styles have the potential to increase job satisfaction, which then has a positive impact on employee performance. In the context of public organizations, particularly the Dinas Perhubungan Kota Pontianak, an understanding of leadership and work ethics is essential to improve employee performance. This study used SmartPLS version 4 as a statistical tool and Structural Equation Modeling (SEM) as a data analysis method to test the hypothesis. The population in this study were 119 employees with sampling techniques using simple random sampling and resulted in 92 respondents being sampled in this study. The results showed that transformational leadership had no significant effect on employee performance. However, servant leadership has a positive and significant impact on employee work habits. In addition, job satisfaction can have a significant impact on employee performance. In addition, job satisfaction serves as a mediation between servant leadership, transformational leadership, and employee performance.]]>
<![CDATA[Workload on SOEs employee performance: Mediating effects of work stress and burnout ]]>
<![CDATA[Meliani, Azzalia]]>;
<![CDATA[Heriyadi, Heriyadi]]>;
<![CDATA[Rosnani, Titik]]>;
<![CDATA[Saputra, Pramana]]>
<![CDATA[ Journal of Management and Digital Business Vol. 4 No. 3 (2024): Journal of Management and Digital Business ]]>
Publisher : <![CDATA[Nur Science Institute ]]>
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DOI: 10.53088/jmdb.v4i3.1322
<![CDATA[Sakernas August 2023 results also show that the quality of workers in West Kalimantan is low. State-owned enterprises (SOEs) in West Kalimantan are vulnerable to high workloads. Employees often encounter diverse pressures and challenges in performing their responsibilities, including time constraints, heavy workloads, and rising performance expectations. This study aims to analyze the impact of workload on employee performance in state-owned enterprises (SOEs) in West Kalimantan, emphasizing the mediating roles of work stress and burnout. The study includes a sample of 145 respondents and utilizes Structural Equation Modeling (SEM) and Partial Least Squares (PLS). The research findings indicate that workload hurts employee performance but positively affects work stress and burnout. Work stress positively affects burnout but does not affect employee performance. Burnout hurts employee performance. Workload through work stress does not affect employee performance but hurts employee performance through burnout. Work stress hurts employee performance through burnout.]]>
<![CDATA[Cultivating an Entrepreneurial Spirit to Increase Economic Independence in Teenagers in Desa Pancaroba ]]>
<![CDATA[Selie, Marselina]]>;
<![CDATA[Saputra, Pramana]]>;
<![CDATA[Erin Everly, Nyshele]]>;
<![CDATA[Windiati, Cha Cha]]>;
<![CDATA[Setia Midianti, Anggi]]>;
<![CDATA[Nopus Aura, Hilda]]>
<![CDATA[ Mattawang: Jurnal Pengabdian Masyarakat Vol. 5 No. 4 (2024) ]]>
Publisher : <![CDATA[Yayasan Ahmar Cendekia Indonesia ]]>
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DOI: 10.35877/454RI.mattawang3352
<![CDATA[This KKM-PKM program aims to foster the entrepreneurial spirit of Pancaroba Village youth in order to increase their economic independence and creativity. The activities carried out include socialization on marketing strategies, training in making handicrafts from beads, and socialization on the dangers of promiscuity and bullying. The method of implementing this activity consists of planning, implementation, and evaluation stages. The socialization of marketing strategies helped participants understand how to attract customers and utilize e-commerce platforms such as Shopee. Handicraft training activities from beads helped the teenagers to hone their practical skills in making products that can be sold. The socialization of promiscuity and bullying aimed to provide an understanding of the negative impacts that can arise from these two issues. The results showed an increase in skills and awareness of the participants, who are now better prepared to start a business and understand more about the social issues around them. This program is expected to contribute to the sustainable improvement of the village economy through the improvement of human resources quality and youth entrepreneurship.]]>
<![CDATA[MANAJEMEN PENGETAHUAN DAN KAPABILITAS INOVASI TERHADAP KINERJA UMKM DIMEDIASI KEUNGGULAN BERSAING ]]>
<![CDATA[Ardia, Rifana Uthri]]>;
<![CDATA[Fahruna, Yulyanti]]>;
<![CDATA[Saputra, Pramana]]>;
<![CDATA[Rosnani, Titik]]>;
<![CDATA[Ramadhan, Rizani]]>
<![CDATA[ Jurnal Bisnis dan Kewirausahaan Vol. 14 No. 1 (2025): Jurnal Bisnis dan Kewirausahaan ]]>
Publisher : <![CDATA[Lembaga Penelitian, Publikasi dan Pengabdian pada Masyarakat (LP3M) Nobel Indonesia ]]>
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DOI: 10.37476/jbk.v14i1.4936
<![CDATA[Peningkatan UMKM yang sedang berlangsung merupakan fenomena yang terjadi di banyak wilayah dan sering kali disertai dengan masalah yang terkait dengan kualitas UMKM. Banyak UMKM di Pontianak menghadapi masalah dalam manajemen pengetahuan, inovasi, dan keunggulan bersaing bisnisnya yang diperlukan untuk meningkatkan kinerja dan keberhasilan operasional bisnis. Penelitian ini melihat bagaimana manajemen pengetahuan dan kapabilitas inovasi mempengaruhi kinerja Usaha Mikro, Kecil, dan Menengah (UMKM), dengan keunggulan kompetitif dan kapabilitas inovasi bertindak sebagai variabel mediasi. Data dikumpulkan dari 329 partisipan UMKM dengan menggunakan purposive sampling. Penelitian ini menerapkan Structural Equation Modeling (SEM) melalui perangkat lunak Amos versi 26 dan uji Sobel untuk menganalisis efek mediasi. Hasil uji hipotesis menunjukkan bahwa kinerja UMKM dipengaruhi oleh manajemen pengetahuan dan kapabilitas inovasi. Manajemen pengetahuan ditemukan secara signifikan mempengaruhi keunggulan kompetitif, sedangkan dampak dari kapabilitas inovasi tidak signifikan. Keunggulan bersaing mempengaruhi kinerja UMKM secara signifikan. Manajemen pengetahuan juga mempengaruhi kapabilitas inovasi secara signifikan. Selain itu, keunggulan kompetitif tidak dapat memediasi hubungan antara manajemen pengetahuan serta kapabilitas inovasi terhadap kinerja UMKM, sedangkan kapabilitas inovasi dapat memediasi hubungan antara manajemen pengetahuan terhadap kinerja UMKM.]]>
<![CDATA[WORK LIFE BALANCE, WORK FAMILY CONFLICT DIMEDIASI KEPUASAN KERJA SERTA IMPLIKASINYA KE KINERJA PEKERJA WANITA DI KALIMANTAN BARAT ]]>
<![CDATA[Herlina, Desi]]>;
<![CDATA[Afifah, Nur]]>;
<![CDATA[Saputra, Pramana]]>;
<![CDATA[Rosnani, Titik]]>
<![CDATA[ Jurnal Bisnis dan Kewirausahaan Vol. 14 No. 1 (2025): Jurnal Bisnis dan Kewirausahaan ]]>
Publisher : <![CDATA[Lembaga Penelitian, Publikasi dan Pengabdian pada Masyarakat (LP3M) Nobel Indonesia ]]>
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DOI: 10.37476/jbk.v14i1.4946
<![CDATA[Dalam menganalisis dampak keseimbangan kerja-kehidupan (WLB) dan dampak konflik antara rekan kerja dan teman-teman terhadap keseimbangan kerja-kehidupan karyawan di Kalimantan Barat, kinerja kerja menjadi variabel mediasi utama. Dalam lingkungan kerja yang semakin dinamis, penting bagi karyawan untuk menjadikan rumah dan tempat kerja mereka lebih seimbang. Diharapkan pencapaian keseimbangan ini akan meningkatkan tingkat motivasi dan etika kerja mereka. Sebaliknya, konflik antara rekan kerja dan anggota keluarga dapat berdampak negatif terhadap produktivitas dan kinerja di tempat kerja. Metodologi penelitian ini menggunakan Smart PLS 3 dengan Structural Equation Modeling (SEM) untuk menganalisis hubungan antara variabel-variabel yang diteliti. Pengambilan sampel dilakukan dengan purposive sampling, dengan sampel sebanyak 150 responden. Uji mediasi dilakukan dengan menggunakan metode efek tidak langsung untuk mengurangi stres terkait pekerjaan dalam hubungan antara WLB, konflik, dan kinerja. Hasil analisis jalur menunjukkan bahwa etika kerja memiliki peran yang krusial sebagai mediator dalam menyelesaikan konflik antara rekan kerja dan kebiasaan kerja karyawan. Semua ini menunjukkan pentingnya pengembangan strategi manajemen organisasi untuk meningkatkan keseimbangan kerja-kehidupan karyawan dan, pada saat yang sama, mengurangi kemungkinan terjadinya konflik. Selain itu, hasil penelitian ini dapat menjadi dasar bagi kebijakan yang mendukung peningkatan produktivitas dan keselamatan kerja di Kalimantan Barat.]]>
