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All Journal Proceeding SENDI_U GEMA EKONOMI ESENSI: Jurnal Manajemen Bisnis JURNAL ILMIAH BISNIS, PASAR MODAL DAN UMKM Majalah Ilmiah Warta Dharmawangsa Ilomata International Journal of Management Nusantara Science and Technology Proceedings Ilomata International Journal of Management JUDICIOUS: Journal of Management Munaddhomah: Jurnal Manajemen Pendidikan Islam Journal of Social and Policy Issues Journal Of World Science Utsaha: Journal of Entrepreneurship Sinergi International Journal of Logistics Moneta : Journal of Economics and Finance Sinergi International Journal of Psychology Jurnal Manajemen Bisnis
Susi Adiawaty
Institut Bisnis Nusantara
Religion Agriculture, Biological Sciences & Forestry Humanities Biochemistry, Genetics & Molecular Biology Chemical Engineering, Chemistry & Bioengineering Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Engineering Environmental Science Health Professions Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Materials Science & Nanotechnology Medicine & Pharmacology Social Sciences Other

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Addressing Global Inequality through Modern Macroeconomic Approaches Paulina; Adiawaty, Susi
Moneta : Journal of Economics and Finance Vol. 2 No. 1 (2024): January 2024
Publisher : Indonesian Scientific Publication

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61978/moneta.v2i1.883

Abstract

This narrative review examines the theoretical and empirical developments in macroeconomic thought, focusing on the limitations of conventional models and the emergence of more inclusive and adaptive approaches. The study aims to explore how contemporary macroeconomic theory can better address global inequality, economic volatility, and institutional transformation. Using a structured literature search across Scopus, Google Scholar, and PubMed, the review employed specific keywords such as "macroeconomic theory," "Keynesianism," "policy implications," and "regulatory economics." Inclusion criteria prioritized peer-reviewed articles published within the last 15 years, focusing on diverse macroeconomic schools of thought and their real-world applications. Findings reveal the sustained relevance of Keynesian models, especially during economic crises such as the COVID-19 pandemic, where fiscal interventions played a pivotal role. Criticism of Dynamic Stochastic General Equilibrium (DSGE) models is validated by their inability to reflect social complexities and economic uncertainties. In contrast, agent-based modeling (ABM) offers a more nuanced understanding of economic dynamics. Furthermore, the role of institutional reform in shaping inclusive and sustainable macroeconomic policies is emphasized, particularly in the context of developing countries. The integration of economic, ecological, and ethical dimensions in the "beyond-GDP" framework signals a shift toward a more holistic economic paradigm. These insights underscore the need for continued innovation in macroeconomic modeling and policy design. By adopting interdisciplinary and context-sensitive approaches, policymakers and researchers can better address the structural and systemic challenges of the 21st century.
PERAN ORGANISASI DALAM PENINGKATAN KEINOVATIFAN KARYAWAN PT XYZ (STUDI KASUS PENGARUH BUDAYA ORGANISASI DAN KEPEMIMPINAN TRANSFORMASIONAL) Adiawaty, Susi
ESENSI: Jurnal Manajemen Bisnis Vol. 25 Issue 1 (2022)
Publisher : Institut Bisnis Nusantara

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Abstract

Penelitian ini bertujuan untuk melihat pengaruh budaya organisasi dan kepemimpinan transformasional terhadap keinovatifan karyawan. Banyak faktor yang mempengaruhi peningkatan keinovatifan yaitu diantaranya adalah budaya organisasi, kepemimpinan transformasional dan motivasi kerja. Sehingga tujuan penelitian ini adalah untuk mengetahui pengaruh budaya organisasi, kepemimpinan transformasional terhadap peningkatan keinovatifan karyawan. Penelitian dilakukan di PT XYZ dengan sampel sebanyak 153 orang. Penelitian ini mempergunakan metode analisis jalur dengan teknik model persamaan struktural (SEM). Hasil penelitian menemukan fakta empirik bahwa budaya organisasi tidak bepengaruh terhadap keinovatifan karyawan, kepemimpinan transformasional juga tidak berpengaruh terhadap keinovatifan karyawan.
ANALYSIS OF FACTORS DETERMINING WORK ENGAGEMENT OF XYZ COMPANY EMPLOYEES Suherman, Silvi Rosiana; Adiawaty, Susi
ESENSI: Jurnal Manajemen Bisnis Vol. 28 Issue 2 (2025)
Publisher : Institut Bisnis Nusantara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56943/esensi.v29i2.339

Abstract

This study aims to analyze the influencePerceived Organizational Support (POS), Well Being, And Job Satisfaction to Work Engagementon employees of PT. XYZ. This study also aims to determine which variables are most dominant in influencingWork EngagementThe research method used is quantitative and descriptive associative. The research sample consisted of all 70 employees of PT. XYZ, with the sampling technique usingpurposive sampling. The data collection technique was carried out through a questionnaire using a Likert scale of 5. Data analysis usedStructural Equation Modeling(SEM) approachPartial Least Square(PLS) by conducting testingOuter Model, Inner Model, and simultaneous F test. The results of the study show that partially,Perceived Organizational Support(POS) andJob Satisfaction no significant effect to Work Engagement. However, the variablesWell Being have a significant impact to Work Engagement. Simultaneously,Perceived Organizational Support, Well Being, And Job Satisfaction have a significant impact to Work Engagement. The most dominant variable influencingWork Engagement is Well Being.
WORKLOAD DYNAMICS AND ORGANIZATIONAL SUPPORT: THEIR IMPACT ON JOB STRESS AND EMPLOYEE COMMITMENT AT BANK ABC REGION X Ramdani, Siti Hidajati; Dewi, Theresia Agitha; Adiawaty, Susi
ESENSI: Jurnal Manajemen Bisnis Vol. 28 Issue 2 (2025)
Publisher : Institut Bisnis Nusantara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56943/esensi.v29i2.340

Abstract

This study aims to analyze the influence of Workload and Perceived Organizational Support (POS) on Job Stress and their impact on Organizational Commitment at Bank ABC, Region X. High workload and lack of organizational support can trigger job stress, which negatively impacts employee commitment. This study used a quantitative approach with the Partial Least Squares (PLS) method to analyze the relationship between variables. The study sample consisted of 54 employees of Bank ABC, Region X, selected using a saturated sampling technique (non-probability sampling). The results showed that workload had a significant positive effect on job stress, while perceived organizational support had a significant effect on job stress, which is theoretically negative. Furthermore, job stress was shown to have a significant negative impact on employee commitment to the organization. Simultaneously, workload, POS, and job stress strongly explained variations in organizational commitment ($R^2=0.989). This study emphasizes the importance of effective workload management and increased organizational support in efforts to improve employee well-being and commitment, with job stress playing a significant role as a mediating variable.
THE ROLE OF JOB SATISFACTION IN MEDIATING THE EFFECT OF JOB STRESS AND ROSTER WORK SYSTEMS ON ORGANIZATIONAL COMMITMENT OF ROSTER WORKERS IN MOROWALI Hermawati, Rahmi; Putri, Amelia Maharani; Adiawaty, Susi
ESENSI: Jurnal Manajemen Bisnis Vol. 28 Issue 2 (2025)
Publisher : Institut Bisnis Nusantara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56943/esensi.v29i2.342

Abstract

This study aims to analyze the influence of Job Stress and Roster Work Systems on Organizational Commitment, with Job Satisfaction acting as an intervening variable. This study is motivated by indications of low organizational commitment and high job stress among roster workers in Morowali. The research method used was quantitative and associative. The sample consisted of 150 roster workers in Morowali, using a non-probability sampling technique. Data analysis was conducted using Structural Equation Modeling (SEM) based on Partial Least Squares (PLS). The results of the hypothesis test demonstrated that Job Stress and Roster Work Systems each significantly influence Job Satisfaction and Organizational Commitment. Furthermore, Job Satisfaction was shown to significantly influence Organizational Commitment. This study concludes that Job Satisfaction is an effective variable in mediating the influence of Job Stress and Roster Work Systems on Organizational Commitment.
DIMENSI-DIMENSI ORGANIZATIONAL CITIZENSHIP BEHAVIOR DALAM PERSPEKTIF ISLAM Adiawaty, Susi
ESENSI: Jurnal Manajemen Bisnis Vol. 24 Issue 1 (2021)
Publisher : Institut Bisnis Nusantara

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Abstract

Organizational Citizenship Behavior adalah sikap yang ditunjukkan oleh produktivitas individu di luar tanggung jawabnya dan diartikan sebagai kemauan karyawan untuk bekerja sama (willingness to cooperative) yang menjadi faktor penting untuk efektivitas pencapaian tujuan organisasi. Perilaku OCB juga merupakan perilaku yang sesuai dengan ajaran Islam yang mengajarkan dalam Al-Qur’an bahwa umat Islam untuk saling tolong menolong dalam berbuat kebajikan dan taqwa dan melarang umatNya. Dalam perspektif Islam OCB merupakan tindakan sukarela dari individu yang sesuai dengan Syariah Islam dan hanya mengharapkan falah atau ridha Allah SWT. Dari hasil review pada beberapa literatur dan hasil penelitian maka dimensi OCB yang berperspektif Islam adalah: Dimensi Ta’awun (saling tolong menolong), Dimensi Mujahaddah (sungguh-sungguh), Dimensi Al-Eathaar (Suci, ikhlas), Dimensi Da’wah (menyeru dan mengajak kebaikan), Dimensi Raf’al haraj (menghilangkan kesukaran/kerugian), Dimensi Jujur dalam bekerja, Dimensi qona’ah (rela menerima, tidak mengeluh), Dimensi muru’ah (menjaga harga diri). Karyawan dengan OCB berperspektif Islam akan menunjukkan sikap ukhuwah Islamiah yang menerapkan dan menjalankan ajaran dalam syariat Islam dan proses bisnis organisasi akan berjalan damai, tenteram dan membawa ketenangan bagi seluruh karyawan. Organisasi sangat perlu mendapatkan kinerja karyawan yang benar-benar bekerja dengan hati ikhlas dan sepenuh hati agar organisasi mencapai keunggulannya.
Differences in Commitment Enhancement to the Organization Between Generation X and Generation Y (Analysis of Empowerment and Values) Adiawaty, Susi; Moeins, Anoesyirwan; Sunaryo, Widodo
Journal of World Science Vol. 3 No. 2 (2024): Journal of World Science
Publisher : Riviera Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58344/jws.v3i2.561

Abstract

This research aims to determine and analyze differences in increasing commitment to the organization between Generation X and Generation Y. The method used in this research is descriptive with a qualitative approach. The research results found a significant difference in the level of commitment to the organization between Generation X and Generation Y. This difference can be attributed to differences in perceptions of empowerment and organizational values. Generation Y tends to show higher levels of commitment commitment because they are more open to participation in decision-making and value flexibility, innovation, and opportunities for development. They accept and are encouraged by empowering practices within the organization and values that align with their personal and professional aspirations. On the other hand, Generation X, although recognizing the importance of empowerment and organizational values, may need to be more skeptical or have lower expectations, which affects their level of commitment to the organization. This research has implications for Generation Y; organizations can focus on implementing broader empowerment practices, providing space for participation in decision-making, and providing opportunities for innovation and professional development. Meanwhile, for Generation X, efforts can be focused on clarifying organizational values and providing a more personalized approach to supporting their career development. Additionally, organizations can also consider customized training and development programs to suit the needs and preferences of different generations. Thus, this research provides valuable insights for human resource management in responding to generational differences in the workplace to increase the level of commitment and overall organizational performance.
Peningkatan Sikap Profesionalisme Melalui Pemberian Pemberdayaan Dan Peningkatan Komunikasi Interpersonal Dosen Adiawaty, Susi
GEMA EKONOMI Vol 11 No 6 (2022): GEMA EKONOMI
Publisher : Fakultas Ekonomi Universitas Gresik

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55129/https://doi.org/10.55129/.v12i4.2927

Abstract

Penelitian bertujuan untuk mengetahui factor-faktor yang dapat meningkatkan sikap profesionalisme seorang dosen. Penelitian dilakukan di 14 sekolah tinggi di Kabupaten dan Kota Bogor dengan jumlah sampel sebanyak 200 orang. Penentuan jumlah sampel dilakukan menggunakan rumus Slovin. Analisis data menggunakan Uji Homogenitas dan normalitas serta uji korelasi dan linieritas. Uji normalitas distribusi galat menggunakan Uji Liliefors untuk mengetahui bahwa sampel yang diamati berasal dari populasi yang berdistribusi normal. Berikutnya juga dilakukan Uji Signifikan dan linieritas Koefisien regresi dan korelasi. Uji linieritas ditujukan untuk menguji apakah garis regresi bariabel independent atas variable dependent memiliki hubungan linier atau sebaliknya. Hasil penelitian menunjukkan bahwa sikap profesionalisme dapat ditingkatkan melalui pemberdayaan yang dilakukan Lembaga Pendidikan tinggi yang diwakili oleh para pimpinannya. Faktor komunikasi interpersonal juga dapat meningkatkan sikap profesionalisme seorang dosen sehingga sikap profesionalisme mampu ditunjukkan melalui hasil kerja yang berkualitas tinggi
PENGARUH DIMENSI-DIMENSI WORK-LIFE BALANCE TERHADAP KUALITAS KERJA Adiawaty, Susi; Bernhard, Bernhard
ESENSI: Jurnal Manajemen Bisnis Vol. 26 Issue 1 (2023)
Publisher : Institut Bisnis Nusantara

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Abstract

Penelitian ini bertujuan untuk melihat dimensi-dimensi Work-life balance yang mempengaruhi Kualitas kerja karyawan perusahaan PT XYZ yang berjumlah 81 orang. Analisis pengolahan data menggunakan metode Partial Least Square – Structural Equation Modeling (PLS-SEM) dengan alat SmartPLS 3.3.3, selanjutnya dilakukan outer model, analisis deskriptif, inner model, dan uji hipotesis. Hasil penelitian menunjukkan terdapat dua dimensi Work-life balance yang mempengaruhi kualitas kerja yaitu dimensi Work Interference With Personal Life dan dimensi Work Enhancement Of Personal Life. Terdapat dua dimensi Work-life balance yang tidak mempengaruhi kualitas kerja yaitu dimensi Personal Life Interference With Work dan dimensi Personal Life Enhancement Of Work.
Co-Authors Ahmad Muktamar B Aloysius Harry Mukti Anas Lutfi Aria Elshifa Aria Elshifa Bernard E Silaban Bernhard, Bernhard Budiyanto, Albert Dewi, Theresia Agitha Djoko Menutomo E. Sudarmi HERMAWATI, RAHMI Ita Nursari Lodewyck Z. S. Pattihahuan Lokman, Asmidar Maria Yuni Megarini Cahyono Mawardy, Vivy Moeins, Anoesyirwan Moeins, Prof. Dr. Anoesyirwan Ni Luh Kardini Paulina Putri, Amelia Maharani Ramdani, Siti Hidajati Risma Wulandari Salman Habeahan Selamet, Encep Rahmat Suherman, Silvi Rosiana Sunaryo, Dr. Widodo Sunaryo, Widodo Suryati Veronika Widaningsih Widaningsih, Widaningsih Wijayanti, Tri Cicik Yoanna Rahman