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All Journal JURNAL BISNIS STRATEGI Jurnal Studi Manajemen Organisasi Diponegoro Journal of Management Jurnal Keuangan dan Perbankan JDM (Jurnal Dinamika Manajemen) Journal The Winners Jurnal Ilmiah Ekonomi Islam JURNAL MEDIA INFORMATIKA BUDIDARMA Syntax Literate: Jurnal Ilmiah Indonesia Agregat: Jurnal Ekonomi dan Bisnis Jurnal Organisasi Dan Manajemen AFEBI Management and Business Review DIJB (Diponegoro International Journal of Business) International Journal of Supply Chain Management JIMFE (Jurnal Ilmiah Manajemen Fakultas Ekonomi) Asia Pacific Fraud Journal Jurnal Ekonomi, Manajemen, dan Akuntansi Universitas Ngudi Waluyo International Journal of Applied Business and International Management IIJSE
Suharnomo Suharnomo
Management, Faculty Of Economics And Business, Universitas Diponegoro Semarang
Humanities Computer Science & IT Control & Systems Engineering Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Electrical & Electronics Engineering Engineering Environmental Science Industrial & Manufacturing Engineering Law, Crime, Criminology & Criminal Justice Social Sciences Transportation Other

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Journal : JURNAL BISNIS STRATEGI

 1 
HUBUNGAN STRATEGI MANAJEMEN SUMBER DAYA MANUSIA DAN KINERJA ORGANISASI: STRATEGI ORGANISASI SEBAGAI VARIABEL MODERATING Suharnomo, Suharnomo; Mas'ud, Fuad
JURNAL BISNIS STRATEGI Vol 14, No 2 (2005): Desember
Publisher : Magister Manajemen, Fakultas Ekonomika dan Bisnis Undip

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (1103.754 KB) | DOI: 10.14710/jbs.14.2.130-142

Abstract

The research of Delery and Dotty (1996) concluded that the relationship between HRM strategy and organizational performance were not simple but complicated.  The purpose of this research is to reexamine the relationship between HRM strategy and organizational performance by using organizational strategy as a contingent factor in that relationship. Respondents of the research were HRM managers of 81 companies which part of the Top Companies and Big Group in Indonesia,  71h   Edition published by Compassindo. The big companies were considered to perform their HRM as a strategic partner (Nurhayati, 2001). The concepts of HRM strategy  used in this research based on Bae and Lawler formulation (2000) and the organizational strategy based on Porter (1980). The result of this research shows, there is only one hypothesis supported  (H1) of five dimensions of HRM strategy, namely fit between extensive training and differentiation strategy is highly correlated to its organizational performance (r  =  - 0.401, significant of p = 0.01). On the other hand, hypothesis H2, H3, H4, and HS are not supported. It means that differentiation strategy do not moderrate the relationship between  empowering, staffing, performance based pay, broad design and organizational performance. There Is only one of five HRM strategy dimensions which is supporting  contingency theory in HRM strategic literature, states that the relationship between HRM strategy and organizational performance is depend on the contextual factor, namely organizational strategy. The concept of fit between HRM strategy and organizational strategy will have a superior performance (Jackson  & Sculer, 1995) needs to be explored in the future. 
Determinan Employee Engagement Generasi Millenial Karyawan BUMN Indi Djastuti; Suharnomo Suharnomo; Lela Lestari; Rr. Retno Sugiharti
JURNAL BISNIS STRATEGI Vol 31, No 1 (2022): Juli
Publisher : Magister Manajemen, Fakultas Ekonomika dan Bisnis Undip

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.14710/jbs.31.1.14-28

Abstract

Penelitian ini berfokus pada pembahasan mengenai employee engagement karyawan generasi millennial yang bekerja pada perusahaan BUMN. Penentuan sampel dilakukan menggunakan metode purposive sampling dan jumlah responden dalam penelitian ini adalah sebanyak 285 karyawan. Alat yang digunakan untuk mengolah data dalam penelitian ini adalah SEM (Structural Equation Model) yang dioperasikan melalui program AMOS (Analysis of Moment Structure). Studi ini menemukan keterlibatan karyawan dipengaruhi oleh kepemimpinan transformasional, komitmen organisasional, dan loyalitas. Namun, menunjukkan bahwa loyalitas karyawan tidak terbukti dapat memediasi hubungan antara kepemimpinan transformasional dengan employee engagement. Terakhir, studi ini bertujuan untuk memberikan kontribusi dalam konteks organisasi dan pembahasan yang lebih umum dengan topik employee engagement secara teoritis dan empiris.
The Role of Job Satisfaction in Mediating Quality of Work Life, Work Motivation, and Leadership on Employee Performance Case Study at Fave Rembang Hotel Ariefiantoro, Teguh; Raharja, Edy; Suharnomo, Suharnomo
JURNAL BISNIS STRATEGI Vol 34, No 1 (2025): July
Publisher : Master of Management, Faculty of Economics and Business, Diponegoro University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.14710/jbs.34.1.21-38

Abstract

The performance of a company is determined by the condition and behavior of its employees. The phenomenon that often occurs is that the performance of a company that has been so good can be disrupted, either directly or indirectly by various employee behaviors that are difficult to prevent from occurring. Human resources have a very important role in the organization, because human resources cause other resources to function and run. So important is the role of human resources, this factor is what determines the back and forth of the organization. The population in this study were employees of Fave Hotel Rembang. The sampling technique used in this research is non-probability sampling method. The results showed that the variables of Quality of Work Life, Work Motivation, Leadership and Job Satisfaction had a positive and significant effect on Employee Performance of Fave Hotel Rembang. The analysis methods used are Convergent Validity, Discriminant Validity, Composite Reliability and Inner Model. From the results of the research conducted, it shows that Work Motivation has a positive effect on employee performance, Quality of Work Life variables have a positive effect on employee performance, Leadership variables have a positive effect on employee performance, Work Motivation variables have a positive effect on job satisfaction, Quality of Work Life variables have a positive effect on job satisfaction, and Leadership variables have a positive effect on job satisfaction.
Co-Authors Adi, Hanif Prasetya Aditya, Rezha Aflah, Kuntarno Noor Ahmad Bukhori, Ahmad Ahyar Yuniawan Akrom, Akrom Al Jabar, Fawwaz Arif Alikasari, Meizza Jauza Anisah Uswatun Hasanah, Anisah Uswatun Ardianto, Brama Aulia Vidya Almadana Ayu Kusumowardani, Ayu Bagaskara, Rahardika Bhima Herbrian Kusuma, Bhima Herbrian Devita Permatasari Dian Kartika Dian Kartika, Dian Dolly Parlagutan Pulungan Edy Raharja Enjang Hening Pangemanan, Enjang Hening Evi Teja Kusumah, Evi Teja Febrianto, Boggy Fendy Levy Kambey Fendy Levy Kambey Gita Hindrawati Godlove Dismas Ngowella Harum Febriani, Dinda Shara Hayomi, Yuliana Aise Indi Djastuti Ira Mardiyanti Iwan Hermawan Iwan Hermawan Jayanti, Sanni Tri Lamin Rene Loua Lathofany Budiono, Alya Lela Lestari Lestari, Fitri Wahyu Lukito, Daniel Mahfudz Mahfudz Mahfuzh, Alfian Mansyur, Anwar Mardella Maulida Nurdayana Mardiyanti, Ira Marwan Petra Surbakti Mas'ud, Fuad Mas?ud, Fuad Mirwan Surya Perdhana Muhammad Iqbal Noor Nadya Wahyuningtyas, Nadya Ndaru Risdanti Paguh Raja Johnpray, Paguh Raja Perdhana, Mirwan S. Permono Nugroho, Sidiq Purwoko, Agus Putra, Aditya Ganesha Putri Natalia Radja Haikal, Al Razi Rony, Zahara Tussoleha Rr. Retno Sugiharti Rumbewas, Cornelia Sampurna, Dimas Putra Santoso, Ignatius Hari Saptianipo Aprilia Safitri, Saptianipo Aprilia Sartono Sartono Sasna Khairunnisa Wibowo Setya Indah Isnawati Solly Aryza Sugeng Wahyudi, Sugeng Surya Perdhana, Mirwan Syaiful Ahmat Baraweri, Syaiful Ahmat Teguh Ariefiantoro, Teguh Ulfa Isnani Puspadewi, Ulfa Isnani Wahyuni Diah Ekasari Yuda, Alif Putra