Articles
<![CDATA[Linking Social Capital, Knowledge Sharing, and Individual Outcomes: Future Research Agenda ]]>
<![CDATA[Helmy, Irfan]]>;
<![CDATA[Parmin, Parmin]]>;
<![CDATA[Fitri, Aprilia Wahyuning]]>;
<![CDATA[Supriyani, Tari]]>;
<![CDATA[Amalia, Dike]]>
<![CDATA[ Journal of International Conference Proceedings Vol 6, No 4 (2023): 2023 ICPM Tokyo Proceeding ]]>
Publisher : <![CDATA[AIBPM Publisher ]]>
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DOI: 10.32535/jicp.v6i4.2651
<![CDATA[In today's knowledge-based economy, knowledge sharing is essential for organizations to be successful. However, knowledge sharing can be challenging due to a lack of trust, fear of losing power or status, cultural barriers, and lack of incentives. This study aims to create a conceptual model to understand better the relationship between social capital and the knowledge sharing process. We use a literature review approach to understand what comes before and after knowledge sharing. By looking at existing research, we want to find out the things that lead to knowledge sharing and the results of it. This helps us get a full picture of how sharing knowledge works and what factors play a role The study will examine how social capital dimensions (structural capital, relational capital, and cognitive capital) affect knowledge collecting and knowledge. The findings of this study will help practitioners and managers to create an environment that encourages people to share their knowledge, leading to increased innovation, productivity, and decision-making effectiveness.]]>
<![CDATA[Transformational Leadership, Compensation, Work Environment and Employee Performance: The Mediating Role of Job Satisfaction ]]>
<![CDATA[Purnomo, Joko]]>;
<![CDATA[Helmy, Irfan]]>;
<![CDATA[Andri, Gus]]>
<![CDATA[ Journal of International Conference Proceedings Vol 7, No 1 (2024): 2024 ICPM Malaysia Proceeding ]]>
Publisher : <![CDATA[AIBPM Publisher ]]>
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DOI: 10.32535/jicp.v7i1.3137
<![CDATA[This study scrutinizes the link between transformational leadership, compensation, work environment, and employee performance. In addition, job satisfaction was also investigated as a mediating variable. A total of 57 employees of Perum Perhutani Kebumen were involved in the survey from September 2023 to November 2023. Data analysis in this study was carried out using Smart Partial Least Squares (PLS) 3rd version. Questionnaires were employed in the survey process. The result revealed that transformational leadership and compensation display positively affect employee performance. In contrast, this study also indicates that the non-physical environment has an insignificant effect on job satisfaction and employee performance. Furthermore, based on the specific indirect effect, this study also found that job satisfaction shares a mediating effect in the connection between transformational leadership and employee performance. Job satisfaction also has a mediating effect on the compensation-employee performance connection. This research suggests both practical and theoretical implications regarding how to improve employee performance]]>
<![CDATA[The Effect of Perceived Organizational Support on Turnover Intention Mediated by Job Satisfaction and Burnout ]]>
<![CDATA[Kusuma, Eko Pria]]>;
<![CDATA[Wiwoho, Gunarso]]>;
<![CDATA[Helmy, Irfan]]>
<![CDATA[ Jurnal Ilmiah Manajemen Kesatuan Vol. 12 No. 5 (2024): JIMKES Edisi September 2024 ]]>
Publisher : <![CDATA[LPPM Institut Bisnis dan Informatika Kesatuan ]]>
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<![CDATA[The purpose of this study was to determine the effect of perceived organizational support, job satisfaction, and burnout on turnover intention of nurses at Purwogondo Hospital. The sample population was 80 nurses working at Purwogondo Hospital. The questionnaire was distributed through direct questionnaire distribution to nurses. SPSS software version 22 was used to model the relationship between the variables studied. The results of the study confirmed a positive relationship between perceived organizational support and job satisfaction and a negative relationship with burnout. Job satisfaction had a negative effect on turnover intention, burnout had a negative effect on job satisfaction and a positive effect on turnover intention. The results showed a mediating effect of job satisfaction and burnout on the relationship between perceived organizational support and turnover intention. Based on the model presented in this study, it can be concluded that perceived organizational support has an impact on job satisfaction, burnout and turnover intention.]]>
<![CDATA[Transformational Leadership, Compensation, Work Environment and Employee Performance: The Mediating Role of Job Satisfaction ]]>
<![CDATA[Purnomo, Joko]]>;
<![CDATA[Helmy, Irfan]]>;
<![CDATA[Andri, Gus]]>
<![CDATA[ Journal of International Conference Proceedings Vol 7, No 1 (2024): 2024 ICPM Malaysia Proceeding ]]>
Publisher : <![CDATA[AIBPM Publisher ]]>
Show Abstract
|
Download Original
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Original Source
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Check in Google Scholar
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DOI: 10.32535/jicp.v7i1.3137
<![CDATA[This study scrutinizes the link between transformational leadership, compensation, work environment, and employee performance. In addition, job satisfaction was also investigated as a mediating variable. A total of 57 employees of Perum Perhutani Kebumen were involved in the survey from September 2023 to November 2023. Data analysis in this study was carried out using Smart Partial Least Squares (PLS) 3rd version. Questionnaires were employed in the survey process. The result revealed that transformational leadership and compensation display positively affect employee performance. In contrast, this study also indicates that the non-physical environment has an insignificant effect on job satisfaction and employee performance. Furthermore, based on the specific indirect effect, this study also found that job satisfaction shares a mediating effect in the connection between transformational leadership and employee performance. Job satisfaction also has a mediating effect on the compensation-employee performance connection. This research suggests both practical and theoretical implications regarding how to improve employee performance]]>
<![CDATA[Linking Social Capital, Knowledge Sharing, and Individual Outcomes: Future Research Agenda ]]>
<![CDATA[Helmy, Irfan]]>;
<![CDATA[Parmin, Parmin]]>;
<![CDATA[Fitri, Aprilia Wahyuning]]>;
<![CDATA[Supriyani, Tari]]>;
<![CDATA[Amalia, Dike]]>
<![CDATA[ Journal of International Conference Proceedings Vol 6, No 4 (2023): 2023 ICPM Tokyo Proceeding ]]>
Publisher : <![CDATA[AIBPM Publisher ]]>
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DOI: 10.32535/jicp.v6i4.2651
<![CDATA[In today's knowledge-based economy, knowledge sharing is essential for organizations to be successful. However, knowledge sharing can be challenging due to a lack of trust, fear of losing power or status, cultural barriers, and lack of incentives. This study aims to create a conceptual model to understand better the relationship between social capital and the knowledge sharing process. We use a literature review approach to understand what comes before and after knowledge sharing. By looking at existing research, we want to find out the things that lead to knowledge sharing and the results of it. This helps us get a full picture of how sharing knowledge works and what factors play a role The study will examine how social capital dimensions (structural capital, relational capital, and cognitive capital) affect knowledge collecting and knowledge. The findings of this study will help practitioners and managers to create an environment that encourages people to share their knowledge, leading to increased innovation, productivity, and decision-making effectiveness.]]>
<![CDATA[Career Preparation Traning Sebagai Upaya Peningkatkan Daya Saing Menghadapi Persaingan Dunia Kerja ]]>
<![CDATA[Helmy, Irfan]]>
<![CDATA[ JCSE: Journal of Community Service and Empowerment Vol. 3 No. 2 (2022): JCSE Oktober 2022 ]]>
Publisher : <![CDATA[LP3M Universitas Putra Bangsa ]]>
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DOI: 10.32639/jcse.v3i2.192
<![CDATA[Competition for university graduates in the world labour is increasing. The number of jobs offered is not proportional to the applicants or job applicants. This is indicated by the high number of unemployed in D3 and S1 graduates. One of the causes is the lack of preparation of students in facing the work before they graduate from college. Therefore, this service has the theme of career preparation training which aims to equip prospective alumni with skills and competencies, both practical and soft skills as an additional supplement in facing the competition in the real world of work. This training is carried out in one day with several materials, namely, training on making CVs, training on making application letters and training using job seekers applications such as jobstreet. Through this training package, students are expected to be able to prepare themselves early in the face of job competition]]>
<![CDATA[Pendampingan Digital Marketing dan Copy Writing Bagi UMKM Indutri Kreatif Di Jawa Tengah ]]>
<![CDATA[Saryatun]]>;
<![CDATA[helmy, irfan]]>;
<![CDATA[Riptiono, Sulis]]>;
<![CDATA[Yordan Hermawan Apidana]]>
<![CDATA[ JCSE: Journal of Community Service and Empowerment Vol. 5 No. 1 (2024): JCSE April 2024 ]]>
Publisher : <![CDATA[LP3M Universitas Putra Bangsa ]]>
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DOI: 10.32639/jcse.v5i1.832
<![CDATA[The creative industry in Central Java has experienced significant growth alongside increasing consumer interest in local products. However, many micro, small, and medium-sized enterprises (MSMEs) in the creative industry face challenges in competing in an increasingly competitive market, particularly with the shift towards digital platforms in consumer behavior. Limitations in digital marketing and a lack of proficiency in copywriting are major obstacles for these MSMEs. This community engagement program aims to enhance the capacity of MSMEs in the creative industry to leverage digital platforms for product marketing. Through a series of training sessions and consultations, MSMEs will gain an understanding of digital marketing concepts and effective copywriting techniques. The primary goal of this program is to improve the sustainability of MSMEs in online marketing and increase their revenue. The activities were conducted on January 31, 2024, at the PLUT Cooperative and MSME Building of the Department of Cooperatives and MSMEs of Central Java. The training agenda includes an introduction to digital marketing, SEO, social media marketing, paid advertising, and digital marketing performance measurement. The training materials are designed to provide participants with comprehensive understanding and practical skills in digital marketing for MSMEs in the creative industry]]>
<![CDATA[Pengaruh Transformational Leadership dan Person Job Fit Terhadap Kinerja Guru dengan Kepuasan Kerja sebagai Variabel Intervening (Studi pada Guru PNS SMK Negeri Nusawungu) ]]>
<![CDATA[Saputri, Aprilia]]>;
<![CDATA[Helmy, Irfan]]>
<![CDATA[ Jurnal Ilmiah Mahasiswa Manajemen, Bisnis dan Akuntansi (JIMMBA) Vol. 6 No. 3 (2024): JIMMBA ]]>
Publisher : <![CDATA[LP3M Universitas Putra Bangsa ]]>
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DOI: 10.32639/adegv152
<![CDATA[Penelitian ini bertujuan untuk menguji pengaruh Transformational Leadership dan Person Job Fit terhadap Kinerja guru dengan Kepuasan Kerja sebagai varibel intervening. Variabel dalam penelitian terdiri dari tiga jenis variabel, yaitu variabel bebas yang meliputi transformational leadership dan person job fit. Variabel terikat yang meliputi kinerja dan varibel intervening yaitu kepuasan kerja. Populasi dalam penelitian ini adalah guru PNS SMK Negeri Nusawungu yang berjumlah 39 orang. Teknik pengambilan sampel adalah non-probability sampling yaitu dengan sampel jenuh karena jumlah seluruh populasi digunakan sebagai sampel. Teknik pengumpulan data menggunakan kuesioner, analisis data yang digunakan adalah uji instrumen validitas dan reliabilitas, uji asumsi klasik, uji hipotesis, analisis korelasi, analisis jalur, dan sobel test. Alat bantu pengelolaan data menggunakan SPSS 25 for windows. Hasil penelitian menunjukkan bahwa transformational leadership berpengaruh secara positif dan signifikan terhadap kepuasan. Person job fit berpengaruh secara positif dan signifikan terhadap kepuasan. Transformational leadership berpengaruh secara positif dan signifikan terhadap kinerja. Person job fit tidak berpengaruh secara postif dan signifikan terhadap kinerja. Kepuasan berpengaruh secara positif dan signifikan terhadap kinerja. Kepuasan dapat memediasi hubungan antara transformational leadership dan kinerja. Kepuasan dapat memediasi hubungan anatara person job fit terhadap kinerja.]]>
<![CDATA[The influence of work life balance and work environment on employee performance through job satisfaction: a study at BNI Kebumen branch office ]]>
<![CDATA[Dewi, Liana Etika]]>;
<![CDATA[Helmy, Irfan]]>
<![CDATA[ Jurnal Mantik Vol. 9 No. 1 (2025): May: Manajemen, Teknologi Informatika dan Komunikasi (Mantik) ]]>
Publisher : <![CDATA[Institute of Computer Science (IOCS) ]]>
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DOI: 10.35335/mantik.v8i5.6342
<![CDATA[he performance of the BNI Kebumen Branch Office in 2023, as measured by a Performance Management System (PMS) score of 2.55 (equivalent to 51% achievement), indicates a level of performance below organizational expectations. This underscores the need for improvements across various internal and external factors. This study aims to examine the direct effects of work-life balance (WLB) and the work environment on employee performance, as well as their indirect effects mediated by job satisfaction. A quantitative research approach was employed, involving a total population of 50 employees using saturated sampling. Data were analyzed using inferential statistical methods through Structural Equation Modeling (SEM). The results reveal that WLB does not have a significant direct effect on employee performance. In contrast, both the work environment and job satisfaction show significant positive effects on performance. Additionally, WLB does not significantly influence job satisfaction, whereas the work environment has a positive and significant impact. Job satisfaction does not mediate the relationship between WLB and employee performance but does mediate the relationship between the work environment and employee performance. These findings highlight the pivotal role of a supportive work environment in enhancing both job satisfaction and overall employee performance]]>
<![CDATA[PENGEMBANGAN MANAJEMEN KOPERASI DESA BURUH MIGRAN (DESBUMI) DI KABUPATEN KEBUMEN ]]>
<![CDATA[Helmy, Irfan]]>
<![CDATA[ Pengabdian Kepada Masyarakat Indonesia SEAN (ABDIMAS SEAN) Vol. 1 No. 02 (2023): Pengabdian Kepada Masyarakat Indonesia SEAN (ABDIMAS SEAN), Agustus 2023 ]]>
Publisher : <![CDATA[SEAN Institute ]]>
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DOI: 10.58471/abdimassean.v1i02.116
<![CDATA[Koperasi Desa Buruh Migran (DESBUMI) merupakan sebuah lembaga ekonomi yang didirikan untuk memberdayakan dan meningkatkan kesejahteraan eks buruh migran di desa. Meskipun demikian, terdapat beberapa kendala yang dihadapi oleh koperasi DESBUMI dalam hal manajemen kelembagaan. Salah satu kendala utama adalah kurangnya sumber daya manusia yang terlatih dalam bidang kelembagaan, pengelolaan keuangan dan operasional koperasi. Oleh karena itu tujuan penagbdian masyarakat ini adalah melakukan pelatihan dan bimbingan kepada anggota DESBUMI mengenai manajemen keuangan, pengelolaan anggota, dan strategi bisnis yang berkelanjutan. Sebanyak 56 orang pengurus dari sebanyak 6 koperasi DESBUMI telibat dalam program pelatihan. Hasil dari pengabdian masyarakat diharapkan dapat meningkatkan keterampilan pengurus dalam mengelola keuangan koperasi, meningkatkan efisiensi operasional, dan meningkatkan partisipasi anggota. Selain itu, diharapkan koperasi DESBUMI dapat mengembangkan usaha baru yang berpotensi memberikan keuntungan ekonomi kepada anggotanya.]]>
