Articles
<![CDATA[The Influence of Organizational Citizenship Behavior, Learning Organization and Transactional Leadership on Competence, Training Education (Diklat) and Employee Performance in the Youth Culture and Sports and Tourism Office of Surabaya City ]]>
<![CDATA[Nurhayati, Dewi]]>;
<![CDATA[Riyadi, Slamet]]>;
<![CDATA[Sumiati, Sumiati]]>
<![CDATA[ JOURNAL OF HUMANITIES, SOCIAL SCIENCES AND BUSINESS Vol. 4 No. 1 (2024): NOVEMBER ]]>
Publisher : <![CDATA[Transpublika Publisher ]]>
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DOI: 10.55047/jhssb.v4i1.1545
<![CDATA[This study aims to analyze and prove the effect of Organizational Citizenship Behavior, Learning organization and Transactional Leadership on Competence, Training Education and Employee Performance at the Surabaya City Culture, Youth and Sports and Tourism Office. In this study, the method used was a simple random sample. Determination of the number of samples using the Slovin formula with a sample size of 60 people. The type of research conducted in this study is using explanatory research, namely research that explains the causes and effects of existing problems with the help of SEM PLS. The results of this study indicate that Organizational Citizenship Behavior has a positive but insignificant effect on employee performance at the Surabaya City Culture, Youth and Sports and Tourism Office. In contrast, Learning Organization behavior and Transactional Leadership both have a positive and significant effect on employee performance. Organizational Citizenship Behavior also has a positive and significant effect on employee competence, as well as Learning Organization and Transactional Leadership, both of which also have a positive and significant effect on employee competence. Meanwhile, Learning Organization has a positive and significant effect on education and training, but Transactional Leadership has no significant effect on education and training in the agency.]]>
<![CDATA[SUSTAINABLE HR PRACTICES THROUGH INCLUSIVE TALENT DEVELOPMENT IN SHARIA BANKING ]]>
<![CDATA[Setiawati, Anindya Prastiwi]]>;
<![CDATA[Mujanah, Siti]]>;
<![CDATA[Sumiati, Sumiati]]>
<![CDATA[ UTSAHA: Journal of Entrepreneurship Vol. 3 Issue 3 (2024) ]]>
Publisher : <![CDATA[jfpublisher ]]>
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DOI: 10.56943/joe.v3i3.656
<![CDATA[Sharia banking has been challenged to create sustainable human resource management that meets Islamic principles. The need for inclusive talent management is becoming increasingly important to support operational sustainability and fairness within the organization. Therefore, this research is conducted to examine inclusive talent development as a key aspect of talent management for achieving sustainable human resources in Sharia banking practices. This research uses a qualitative case study method, with the findings presented as propositions. Data was collected through interviews and document analysis. The research shows that inclusive talent development not only helps individuals grow but also plays a key role in keeping talent within the organization. This includes identifying talent, developing technical and general skills, and using retention strategies like clear career paths, promotions, and fair compensation based on position. These findings highlight a strategic approach to sustainable HR management in sharia banking, where talent development fosters a supportive, inspiring work environment that helps retain employees and ensures long-term success for the organization.]]>
<![CDATA[The Impact of Hybrid Working on Employee Performance : A Study on Startup Companies in Surabaya ]]>
<![CDATA[Sumiati Sumiati]]>
<![CDATA[ International Journal Business, Management and Innovation Review Vol. 1 No. 4 (2024): November : International Journal Business, Management and Innovation Review ]]>
Publisher : <![CDATA[Universitas Veteran Bangun Nusantara Sukoharjo ]]>
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DOI: 10.62951/ijbmir.v1i4.117
<![CDATA[This study aims to analyze the effect of Hybrid Working and Work-Life Balance on Employee Performance in startup companies in Surabaya. In addition, this study also explores the role of additional variables (YM) in the relationship. The approach used in this study is quantitative with survey method. Data was collected through questionnaires from 100 respondents who are employees at various startups in Surabaya that implement a hybrid working system. Data analysis was conducted using multiple linear regression method with two test models (Model 1 without additional variables and Model 2 with additional variable YM).The results showed that in Model 1, Hybrid Working and Work-Life Balance had a positive and significant effect on Employee Performance (p-value <0.05). This model has an R Square of 44.2%, which means that the two variables explain 44.2% of the variation in Employee Performance. However, in Model 2, after adding the YM variable, the effect of Hybrid Working and Work-Life Balance on Employee Performance became insignificant (p-value > 0.05). Nonetheless, the overall model remains significant (F = 26,081, p = 0.000) with an increase in the R Square value to 44.9%. Hybrid Working and Work-Life Balance have a significant impact on Employee Performance, but this relationship may change when other variables are included in the model.]]>
<![CDATA[Neuroscience in HR : Employee Behavior Analysis to Optimize Performance ]]>
<![CDATA[Sumiati Sumiati]]>
<![CDATA[ International Journal of Management Research and Economics Vol. 3 No. 2 (2025): May : International Journal of Management Research and Economics ]]>
Publisher : <![CDATA[Institut Teknologi dan Bisnis (ITB) Semarang ]]>
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DOI: 10.54066/ijmre-itb.v3i2.3135
<![CDATA[This study aims to analyze the effect of work motivation, neuroscience factors, emotional intelligence, and job type on employee performance. This research uses quantitative methods with multiple linear regression approaches. Data was collected from 100 respondents who work in various industrial sectors. The results showed that emotional intelligence and work motivation have a significant influence on employee performance, while neuroscience factors and job type did not show a significant influence. The F-test yields a value of 21,795 with a significance of 0.000, which indicates that simultaneously, the independent variables in this model have a significant effect on employee performance. The R-Square value of 0.479 indicates that 47.9% of the variation in employee performance can be explained by the variables used in the model, while 52.1% is explained by other factors outside this model. The results of this study indicate that companies need to improve employees' work motivation and emotional intelligence to optimize their performance. In addition, this study recommends exploring additional variables that may affect employee performance to improve the accuracy of the prediction model.]]>
<![CDATA[THE MEDIATING ROLE OF JOB SATISFACTION AT PT. POS INDONESIA SURABAYA ON EMPLOYEE PERFORMANCE ]]>
<![CDATA[Sumiati, Sumiati]]>
<![CDATA[ Jurnal Bisnis dan Keuangan Vol 10 No 1 (2025): Business and Finance Journal ]]>
Publisher : <![CDATA[Universitas Nahdlatul Ulama Surabaya ]]>
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DOI: 10.33086/bfj.v10i1.7148
<![CDATA[The organization must foster employees' passion and excitement for their work to enable them to collaborate and complete projects on schedule while feeling fully accountable. This study examines the impact of work-life balance, workload, and work spirit on employee happiness. Examine whether employee satisfaction functions well as a mediator as well. In the Indonesian city of Surabaya, PT Pos Indonesia employees were surveyed for this study. employing a purposive sample of 155 respondents who have worked for at least a year and are at least 18 years old. After that, structural equation modeling was used to examine the data. The results demonstrate that work- life balance, workload, and work-ethics ethos all positively impact employee satisfaction. Additionally, studies demonstrate that the relationships among work-life balance, workload, and employee spirit and performance are mediated by employee satisfaction. By using a paradigm for measuring employee performance and satisfaction applicable to all businesses, this study advances our understanding of employee behavior.]]>
<![CDATA[REVITALISASI WISATA RELIGI LAMONGAN MELALUI LITERASI DIGITAL DAN PENYUSUNAN NARASI BUDAYA ISLAM NUSANTARA ]]>
<![CDATA[Mujanah, Siti]]>;
<![CDATA[Sumiati, Sumiati]]>
<![CDATA[ Semeru: Jurnal Pengabdian Kepada Masyarakat Volume 2 Nomor 1 Tahun 2025 ]]>
Publisher : <![CDATA[LPPM Universitas Bhayangkara Surabaya ]]>
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DOI: 10.55499/semeru.v2i1.1550
<![CDATA[The revitalization of religious tourism in the local culture-based area requires an adaptive approach to technological developments and the preferences of the digital generation. This article aims to increase the capacity of the community in managing religious tourism in Lamongan through digital literacy and the preparation of the archipelago's Islamic cultural narrative. Using a qualitative approach with participatory observation methods, in-depth interviews, and Focus Group Discussions (FGD), this activity involved local tourism actors, MSME actors, and cultural leaders in training in digital content creation and strengthening local cultural identity. The results of the activity show a significant increase in people's digital skills and the creation of cultural narratives that can be published online. These findings contribute to community empowerment and strengthening the theory of cultural communication in the context of tourism promotion. In conclusion, digital literacy and local cultural narratives are strategic instruments in strengthening the attraction of religious tourism. Further research is recommended to evaluate the long-term effectiveness of this program in increasing tourism visits and cultural preservation.]]>
<![CDATA[LAMBANGAN MENYALA: DESA TANI KREATIF DENGAN UMKM DAN KARYA DAUR ULANG ]]>
<![CDATA[Sumiati, Sumiati]]>;
<![CDATA[Mujanah, Siti]]>
<![CDATA[ Semeru: Jurnal Pengabdian Kepada Masyarakat Volume 2 Nomor 1 Tahun 2025 ]]>
Publisher : <![CDATA[LPPM Universitas Bhayangkara Surabaya ]]>
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DOI: 10.55499/semeru.v2i1.1551
<![CDATA[Lambangan Village has great potential in the development of innovative villages based on MSMEs, creative economy, and recycling. This article aims to explore community service outcomes that integrate local potential with digital technology and community empowerment. The method used is descriptive qualitative research with a participatory approach, through interviews, observations, and FGDs. The results show a significant increase in MSME digital skills, citizen participation, and the emergence of village icons based on recycled works. This research contributes to the development of a sustainable village model based on local assets. The findings also show the importance of cross-sector collaboration in building a creative village ecosystem. Further research is recommended to expand the scope of the area and use the triangulative method.]]>
<![CDATA[FAKTOR YANG MEMPENGARUHI KINERJA KARYAWAN MELALUI KEPUASAN KERJA PADA TENDIK UNIVERSITAS 17 AGUSTUS 1945 SURABAYA ]]>
<![CDATA[Sumiati]]>
<![CDATA[ Media Mahardhika Vol. 23 No. 1 (2024): September 2024 ]]>
Publisher : <![CDATA[STIE Mahardhika ]]>
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DOI: 10.29062/mahardika.v23i1.1100
<![CDATA[This research aims to determine and analyze the influence of discipline, teamwork, and quality of work life on employee performance, with job satisfaction as an intervening variable, among educational personnel at the University of 17 August 1945 Surabaya. Data collection was carried out by distributing questionnaires using a Likert scale. The sample consisted of 100 educational staff, selected using the Probability Sampling technique with Simple Random Sampling. The results indicate that discipline has a significant effect on both job satisfaction and employee performance. Similarly, teamwork and quality of work life significantly affect job satisfaction and employee performance. Furthermore, job satisfaction significantly influences employee performance. Discipline and quality of work life positively influence employee performance through job satisfaction as an intervening variable, while teamwork does not have a significant indirect effect on employee performance through job satisfaction.]]>
<![CDATA[The Influence of Green Human Resource Management on the Corporate Sustainability through Green Innovation Mediation and Corporate Social Responsibility Moderation in PDAM Surya Sembada Surabaya City ]]>
<![CDATA[Pratama, Raditya Yuniar Alfani]]>;
<![CDATA[Riyadi, Slamet]]>;
<![CDATA[Sumiati, Sumiati]]>
<![CDATA[ International Journal of Economics (IJEC) Vol. 4 No. 1 (2025): January-June ]]>
Publisher : <![CDATA[PT Inovasi Pratama Internasional ]]>
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DOI: 10.55299/ijec.v4i1.1336
<![CDATA[This study examines a company involved in the processing and distribution of clean water for the public in Surabaya. Globalization and climate change are increasingly interconnected, impacting corporate sustainability. Companies must adapt to market demands while maintaining environmental responsibility. This research aims to analyze the relationship between green recruitment and selection, green training and development, green performance assessment, green reward and compensation, and corporate sustainability. The study employs SmartPLS for outer and inner model test analysis. The findings indicate that green recruitment and selection significantly affect green innovation but not corporate sustainability. Green training and development significantly influence green innovation but do not directly impact corporate sustainability. Green performance assessment also has a significant effect on green innovation but not on corporate sustainability. Meanwhile, green reward and compensation do not significantly affect green innovation but have a significant impact on corporate sustainability. Green innovation contributes to corporate sustainability. Furthermore, green recruitment and selection, green training and development, green performance assessment, and green reward and compensation significantly influence green innovation through corporate sustainability as an intervening variable. However, corporate social responsibility does not significantly moderate the relationship between green innovation and corporate sustainability. These findings highlight the need for companies to integrate green human resource practices to enhance innovation and long-term sustainability.]]>
<![CDATA[Pendampingan Peningkatan Produktivitas Pembuatan Pot Tanaman Hias Dusun Miru, Desa Banyuurip, Kedamean Gresik ]]>
<![CDATA[Sumiati]]>;
<![CDATA[I.G.N. Andhika Mahendra]]>;
<![CDATA[Dyah Oktaviani Sulistyaningrum A]]>;
<![CDATA[Desmala Paranti]]>
<![CDATA[ ADM : Jurnal Abdi Dosen dan Mahasiswa Vol. 2 No. 1 (2024): ADM : Jurnal Abdi Dosen dan Mahasiswa ]]>
Publisher : <![CDATA[Penerbit dan Percetakan CV.Picmotiv ]]>
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DOI: 10.61930/jurnaladm.v2i1.548
<![CDATA[Desa Banyu Urip, Kecamatan Kedamean, Kabupaten Gresik, merupakan daerah yang memiliki berbagai macam potensi usaha. Mayoritas masyarakat di Desa Banyu Urip bermatapencaharian sebagai petani bunga hias. Mitra kami merupakan salah satu pelaku usaha kecil di Desa Banyu Urip yang bergerak dibidang indutri pot tanaman hias. Usaha tersebut sudah ditekuni selama kurang lebih 5 tahun. Saat ini usaha tersebut berjalan secara konvensional. Mitra hanya menggunakan alat sederhana untuk mengukir desain Pot Tanaman Hias, sehingga proses produksi 1 Pot Tanaman Hias memerlukan waktu sampai 1 minggu. Pemasaran produk juga masih hanya mengandalkan Toko-toko tanaman hias yang ada disekitar Mitra. Saat ini mitra ingin memiliki grinda untuk membantu proses mengukir desain pot, sehingga proses produksi Pot menjadi lebih efetif dan efisien. Selain itu, dalam mengembangkan usahanya, mitra ingin mengembangkan wawasannya di dunia digital marketing, sehingga usaha yang dijalankan oleh mitra saat ini dapat dikenal oleh masyarakat lebih luas, Program Kegiatan pengabdian masyarakat ini akan mendukung kegiatan Mitra yaitu pembinaan dan pendampingan usaha, pelatihan digital marketing dan penyerahanan teknologi tepat guna.]]>
