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All Journal Jurnal Manajemen Ilomata International Journal of Management Jurnal Akuntansi Manajemen (JAKMEN) International Journal of Educational and Life Sciences (IJELS)
Nafiuddin
Universitas Serang Raya
Religion Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Public Health Social Sciences Other

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Pengaruh Stress Kerja dan Karakteristik Personal Terhadap Turnover Intention Pegawai Pada Perusahaan di Suralaya. Try Rahayu; Santi Riana Dewi; Nafiuddin
Jurnal Manajemen Vol. 11 No. 1 (2021): Jurnal Manajemen
Publisher : Universitas Serang Raya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30656/jm.v11i1.2545

Abstract

Pada saat ini dunia industri sedang mendapat perhatian khusus karena pentingnya peran industri bagi peningkatan kesejahteraan rakyat dan kualitas sumber daya manusia. Selain itu terjadi hal yang bertolak belakang yaitu adanya pemutusan kerja yang disebabkan karena adanya kasus korupsi, kolusi, nepotisme, turnover yang tinggi, menurunnya produktivitas, dan belum optimalnya kinerja pada perusahaan. Oleh karena hal tersebut maka pada penelitian ini sangat menarik untuk mengetahui faktor-faktor dominan yang mempengaruhi turnover intention pegawai. Adapun tujuannya adalah untuk mengetahui besarnya pengaruh stres kerja dan karakteristik personal terhadap turnover intention pegawai pada sebuah perusahaan di Suralaya. Penelitian ini dilakukan dengan menggunakan metode analisis regresi linear berganda. Populasi penelitian berjumlah 110 pegawai, dan diambil sampel sebanyak 84 pegawai divisi operasi unit dengan menggunakan probability sampling. Data primer diperoleh melalui hasil kuesioner dan data sekunder diperoleh dari hasil wawancara dan laporan perusahaan. Berdasarkan hasil penelitian dapat disimpulkan bahwa :1) Terdapat pengaruh negatif yang signifikan antara stres kerja dan turnover intention pegawai tetap divisi operasi unit, 2) Terdapat pengaruh yang signifikan antara karakteristik personal dan turnover intention pegawai tetap divisi operasi unit, 3) Terdapat pengaruh yang signifikan antara stres kerja dan karakteristik personal terhadap turnover intention pegawai tetap divisi operasi unit. Adapun hasil dari penelitian ini, diharapkan akan menjadi bahan pertimbangan dasar pengambilan keputusan manajemen perusahaan untuk menurunkan angka turnover pegawai. Katakunci : karakteristik personal, stres kerja, turnover intention.
Pengaruh Iklim Organisasi Dan Kedewasaan Individu Pegawai Terhadap Kinerja Pegawai Pada Dinas Badan Pengelola Keuangan Dan Aset Daerah (Bpkad) Kabupaten Serang Nafiuddin; Deviyantoro; Anizir Ali Murad
Jurnal Akuntansi Manajemen (JAKMEN) Vol. 1 No. 2 (2022)
Publisher : Universitas Serang Raya

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (344.281 KB) | DOI: 10.30656/jakmen.v1i2.5687

Abstract

Employee performance can be influenced by many factors including Organizational Climate and Maturity. The object of this research is the Serang Regency Regional Financial and Asset Management Agency. The purpose of this study was to determine the effect of Organizational Climate and Individual Maturity on Employee Performance of the Financial Management Agency and Regional Assets of Serang Regency. The sample of this research was 59 respondents who were distributed to employees of the Serang Regency Regional Financial and Asset Management Agency. The analytical method used is the quantitative method, the analysis used is the classical assumption test, multiple linear regression analysis, the coefficient of determination and hypothesis testing using SPSS v.24 for windows. Based on the results of the study it can be concluded that: 1) Organizational Climate has a significant effect on employee performance, 2) Individual Maturity has no significant effect on employee performance, and 3) Organizational Climate and Individual Maturity jointly (simultaneously) have a significant effect on performance employee. With a determination coefficient value of 0.261% and the remaining 73.9% is influenced by other factors that were not examined by researchers.
Performance Model: Influenced by Human Capital and Job Satisfaction Santi Riana Dewi; Andari; Nafiuddin; Sukemi
International Journal of Educational and Life Sciences Vol. 3 No. 2 (2025): February 2025
Publisher : MultiTech Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59890/ijels.v3i2.254

Abstract

This study aims to determine the factors that affect the company's top performance. The novelty of this study is the construction of human capital, job satisfaction, and performance. The quantitative method is based on a survey approach by distributing questionnaires which are employee perceptions. The number of samples is 99 employees. The software used to analyze the data is SmartPLS. The instrument items in the form of statements that have been filled in will be subjected to validation tests, reliability tests, significance tests, outer loading values, R-square, and bootstrapping. The results of this study show that there is an influence of human capital on performance, and there is an influence of job satisfaction on performance.
The Role of Participative Leadership on Job Performance: Job Satisfaction as an Intervening Variable Santi Riana Dewi; Nafiuddin; Deni Sunaryo
Ilomata International Journal of Management Vol. 6 No. 3 (2025): July 2025
Publisher : Yayasan Sinergi Kawula Muda

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61194/ijjm.v6i3.1825

Abstract

This study aims to examine the effect of participative leadership style on employee performance, with job satisfaction as a mediator. The results of the study aids in describing how performance and participative leadership are related, with job satisfaction as an intervening variable, particularly in the manufacturing industry. The study employed a quantitative method, with 99 employees of a pesticide company in Banten province as respondents. Samples were populated based on a purposive sampling technique. Structural equation modeling (SEM) techniques were employed for the analysis, utilizing SmartPLS 4. The results of the study show that participative leadership has a significant direct effect on employee performance (M=0.623; P=0.000). Job satisfaction also has a significant direct effect on performance (M=0.651; P=0.000). In addition, job satisfaction mediates between participative leadership and performance (M=0.464; P=0.000). In addition, participative leadership style and job satisfaction explain 58.8% (R2=0.588) of the performance. Hence, the companies should focus on training all leaders to practice participative leadership in daily work and continuously improving factors that improve employee job satisfaction. Both of the focuses will improve employee performance.
Co-Authors Andari Andari Anizir Anizir Deni Sunaryo, Deni Deviyantoro Santi Riana Dewi Sukemi Try Rahayu