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Ahmad Badawi Saluy

Universitas Mercu Buana

Author-ID : 3897225

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Analisis Beban Kerja dan Disiplin Kerja Terhadap Intensi Turnover Karyawan XYZ Badawi Saluy, Ahmad; Kemalasari, Novawiguna
JURNAL ILMIAH M-PROGRESS Vol 6 No 2 (2016): JURNAL M-PROGRESS
Publisher : Feb Universitas Dirgantara Marsekal Suryadarma

Every organization wants its employees to have a high ability to work discipline, and retain employes. High turnover rate which will cause negative impact to the organization , it is like creating instability and uncertainty of the condition of labor , the organization also lost experienced employees who have been getting a lot of training and ultimately need to retrain new employees. The purpose of this research is to examine and analyze the effect of work load and work discipline on turnover intention. Sampling method using all population. The data is taken directly using a questionnaire with 120 respondents employees at XYZ. The method of analysis used in this research is multiple linear regression, analysis of data using SPSS software. Workload and discipline with the same affect turnover intention by 56.2% and 43.8% is explained by other variables. Research shows work load and work discipline togather significantly influence turnover intention. This means that variable turnover intention (Y) can be explained by the two independent variables work load (X1) and disciplin (X2). The results of analysis, showed that work load and discipline is a possitive significant effect on turnover intention. Work load variables are variables that most influence on turnover intention,also stated that increased workload contributed toincreasing turnover intention. Keywords: work load, work discipline, turnover intention, Involuntary Turnover, Functional Turnover

REVITALISASI SDM DALAM PROSES TRANSFORMASI PT KAI: KAJIAN TERHADAP KEPEMIMPINAN, LINGKUNGAN KERJA, DAN KINERJA KARYAWAN Ludfiono; Ahmad Badawi Saluy
Jurnal Ekonomi dan Manajemen Vol. 4 No. 2 (2025): Juni: Jurnal ekonomi dan Manajemen
Publisher : Asosiasi Dosen Muda Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56127/jekma.v4i2.2059

Organizational transformation is a critical strategy for companies to respond to dynamic and ever-changing environments. PT Kereta Api Indonesia (Persero) serves as a notable example of a public organization that has successfully implemented a comprehensive transformation since 2009, placing human resources (HR) at the center of its reform efforts. This study aims to examine the roles of leadership, HR revitalization, work environment, and employee performance in supporting the organizational transformation process by employing a literature review approach based on journals, theses, and other relevant scholarly sources. The findings indicate that transformational leadership plays a pivotal role in shaping a new work culture, which is further reinforced through HR revitalization initiatives such as training, competency-based recruitment, and strengthened work systems. A conducive work environment supports the internalization of organizational values such as excellent service and professionalism. Employee performance serves both as an indicator and a tangible outcome of a successful transformation. This study underscores that the synergy between leadership, HR, and the work environment forms the foundation for achieving sustainable organizational transformation.

INFLUENCE OF LEADERSHIP, COMPENSATION & COMMITMENT TO EMPLOYEE PERFORMANCE IN PASAR MOBIL KEMAYORAN MANAGEMENT (PPMK) Herdina Irdaningsih; Parwoto Parwoto; Ahmad Badawi Saluy
Dinasti International Journal of Education Management And Social Science Vol. 1 No. 6 (2020): Dinasti International Journal of Education Management and Social Science (Augus
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31933/dijemss.v1i6.464

This study aims to examine and analyze the effect of leadership, compensation, commitment, and career development on employee performance at the Pasar Mobil Kemayoran Management (PPMK). In this study, the authors used a descriptive research method using a quantitative approach. In this study, the ordinal measurement method uses a Likert scale which is used to measure the attitudes, opinions and perceptions of a person or group of people about social phenomena. Based on the results of the study showed that the value of Fcount is 11,644 with sig. of 0,000 while the value of Ftable of 2.38. Because Fcount is greater than Ftable (11,644> 2.38) and the value of sig. 0,000 <0.05 then H0 is rejected and Ha is accepted, so it can be concluded that the leadership variable (X1).

THE EFFECT OF WORK MOTIVATION AND WORK ENVIRONMENT ON EMPLOYEE PERFORMANCE MEDIATED BY JOB SATISFACTION (AT PT ICI PAINTS INDONESIA) Muhammad Ali Iqbal; Ahmad Badawi Saluy; Asep Yusuf Hamdani
Dinasti International Journal of Education Management And Social Science Vol. 2 No. 5 (2021): Dinasti International Journal of Education Management and Social Science (June
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31933/dijemss.v2i5.942

The effect of work motivation and work environment on employee performance is mediated by job satisfaction (at PT. Ici Paint Indonesia). The research used is descriptive analysis and causality of the population. The respondents of this research were 105 population samples, this analysis method used path analysis, coefficients, and inter-dimensional analysis. The results here show (H1) Work motivation has a positive and significant effect on job satisfaction, (H2) Work environment on job satisfaction has a positive and significant effect, (H3) Work motivation on employee performance has a positive and significant effect, (H4) Work environment on employee performance positive and significant effect, (H5) Job satisfaction on employee performance has a positive and significant effect, (H6) Work motivation on performance through job satisfaction has a positive and significant effect, (H7) the work environment on employee performance through job satisfaction has a positive and significant effect. The independent variable (x) is work motivation (x1) and work environment (x2). The dependent variable is job satisfaction (y1) and performance (y2), from the research it is proven from the hypothesis that has been researched and calculated through the Spss 23 application.

STUDY OF COMPARISON AND CORRELATION OF QUALITY MANAGEMENT PRACTICES AND PERFORMANCE OF CENTRAL MUI MANAGERS BEFORE AND AFTER THE IMPLEMENTATION OF ISO 9001: 2015 Trisna Ningsih Yuliati; Parwoto Parwoto; Ahmad Badawi Saluy
Dinasti International Journal of Education Management And Social Science Vol. 2 No. 6 (2021): Dinasti International Journal of Education Management and Social Science (Augus
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31933/dijemss.v2i6.969

This research was conducted to identify and analyze the Comparative Study of Quality Management Practices and Management Performance at Central MUI before and after ISO 9001: 2015 implementation and the relationship between Quality Management Practices and Management Performance before ISO implementation, the relationship between Quality Management Practices and Management Performance after ISO implementation. , The sampling method used was purposive sampling with a sample size of 100 respondents. Measurements were made using questionnaires and then the data were processed using SPSS software. This research was conducted at the central MUI. The results of this study indicate that Quality Management Practices before ISO and Quality Management Practices after ISO 9001: 2015 have a strong relationship in influencing the success of ISO 9001: 2015 which is implemented in the central MUI and the Performance of the Central MUI Management before ISO and the Performance of the Central MUI Administrators after ISO 9001 : 2015 has a very strong influence in influencing the success of ISO 9001: 2015 which is implemented at the central MUI. So it can be said that the Quality Management Practices and Performance Management at the Central MUI before and after the implementation of ISO 9001: 2015 have improved so that it needs to be maintained and maintained in order to stay good in implementing ISO 9001: 2015 which is implemented by the central MUI.

OPTIMIZATION OF PROJECT COLOCATION AT PT. XYZ USING PERT AND CPM METHODS BASED ON POM-QM FOR WINDOWS APPLICATION Eko Purnama; Sugiyono Sugiyono; Ahmad Badawi Saluy
Dinasti International Journal of Education Management And Social Science Vol. 3 No. 2 (2021): Dinasti International Journal of Education Management and Social Science (Decem
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31933/dijemss.v3i2.1040

The development of cellular technology continues to increase, so that currently there will be fifth generation (5G) technology. Therefore, the need for telecommunications towers and competition among contractors will increase. The optimization of the colocation project at PT. XYZ has been carried out using the case of the Mekarsari Banjar site, West Java Province using the CPM-PERT method with the POM-QM for Windows application. PERT and CPM methods are methods used to manage project completion time more efficiently and effectively. The result of the research shows that the real project processing time at PT. XYZ on this site for 19 days with a normal fee of Rp. 32,811,000,-. In accelerated conditions, the colocation project can be carried out for 10 days with a Z value = 3.77 with a probability of 99.992% with a total cost of Rp. 34,181,000,- with project effectiveness is around 47.36%.

Effect of Leadership and Distributive Justice on Turnover Intention with Workload as Intervening Variable, Study on PT XYZ Sukarwati Sukarwati; Ahmad Badawi Saluy; Abdul Bari; Novawiguna Novawiguna
Dinasti International Journal of Education Management And Social Science Vol. 4 No. 1 (2022): Dinasti International Journal of Education Management and Social Science (Octob
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31933/dijemss.v4i1.1462

This study aims to determine and analyze the influence of leadership and the effect of distributive justice on turnover intention, the influence of leadership and the influence of distributive justice to the workload at PT XYZ. In this case, the workload in this study be the intervening variable. This study uses a quantitative descriptive method with causal relationship approach. The process of collecting primary data is done through a questionnaire technique directly to 100 respondents based on Slovin sampling. While data analysis using Structural Equation Model (SEM) with SmartPLS (Partial Least Square) 3.0. Results of data analysis shows that: (i) high and low levels of leadership in the company, will not affect employee turnover intention, (ii) high distributive justice in the company, then will reduce the level of employee turnover intention, (iii) the perceived high workload employees, it will affect employee turnover intention, (iv) low workload, no will affect distributive justice in decreasing the intensity of turnover intention in employees.

THE MEDIATING ROLE OF ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) IN THE RELATIONSHIP BETWEEN EMOTIONAL INTELLIGENCE AND SERVANT LEADERSHIP (LITERATURE REVIEW) Renata Dwiani; Ahmad Badawi Saluy; Didin Hikmah Perkasa
Multidisciplinary Indonesian Center Journal (MICJO) Vol. 2 No. 3 (2025): Vol. 2 No. 3 Edisi Juli 2025
Publisher : PT. Jurnal Center Indonesia Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62567/micjo.v2i3.899

This literature review aims to explore the influence of emotional intelligence, servant leadership, and organizational commitment on employee career development, with Organizational Citizenship Behavior (OCB) as a mediating variable. The study utilizes a qualitative approach by synthesizing findings from national and international journals published in the past 10–15 years. The results indicate that emotional intelligence enables employees to adapt and interact effectively in the workplace, servant leadership fosters a supportive and empowering work climate, and organizational commitment enhances loyalty and proactive behavior. Furthermore, OCB plays a significant mediating role by reinforcing the relationship between these three variables and career development outcomes. Employees who display high OCB are more likely to gain recognition, trust, and career advancement opportunities. This study highlights the importance of a holistic approach in career development by integrating individual competencies, leadership styles, and affective organizational engagement. Practical implications suggest the need for organizational initiatives that strengthen emotional intelligence, servant leadership, and supportive organizational culture to foster sustainable employee career progression.

Kajian Literature: Pengaruh Green Recruitment dan Green Training Terhadap Environmental Performance Anisa Damayanti; Eti Kurniati; Ahmad Badawi Saluy; Didin Hikmah Perkasa
Community Engagement and Emergence Journal (CEEJ) Vol. 7 No. 6 (2026): Community Engagement & Emergence Journal (CEEJ)
Publisher : Yayasan Riset dan Pengembangan Intelektual

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37385/ndy3ne36

Penelitian ini bertujuan untuk menganalisis pengaruh praktik Green Human Resource Management (GHRM), khususnya green recruitment dan green training, terhadap environmental performance melalui pendekatan literature review. Di tengah meningkatnya tuntutan keberlanjutan dan persaingan bisnis, perusahaan dituntut untuk mengelola sumber daya manusia secara efektif dengan mengintegrasikan nilai-nilai ramah lingkungan dalam praktik organisasi. Green recruitment berperan dalam menarik kandidat yang memiliki kesadaran dan komitmen terhadap lingkungan, sedangkan green training berfungsi meningkatkan keterampilan, pengetahuan, dan perilaku kerja ramah lingkungan karyawan. Metode penelitian dilakukan dengan mengkaji berbagai jurnal nasional dan internasional yang relevan terkait Green Human Resource Management, green recruitment, green training, dan environmental performance. Hasil kajian menunjukkan bahwa penerapan green recruitment dan green training memberikan pengaruh positif terhadap peningkatan environmental performance, kesadaran lingkungan, efisiensi penggunaan sumber daya, serta penerapan praktik kerja ramah lingkungan dalam organisasi. Penelitian ini diharapkan dapat menjadi referensi bagi perusahaan dalam mengembangkan strategi manajemen sumber daya manusia yang berkelanjutan guna mendukung peningkatan environmental performance dan keberlanjutan organisasi.

Faktor Keberhasilan dan Kegagalan Ekspatriat Dalam Memimpin Perusahaan Di Indonesia (Tinjauan Literatur) Maresha Andaratama Alwika; Didin Hikmah Perkasa; Ahmad Badawi Saluy
Jurnal Ekonomi Manajemen Sistem Informasi Vol. 6 No. 5 (2025): Jurnal Ekonomi Manajemen Sistem Informasi (Mei - Juni 2025)
Publisher : Dinasti Review

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/jemsi.v6i5.4909

Globalisasi telah mendorong perusahaan multinasional untuk menugaskan ekspatriat dalam mengelola unit bisnis di berbagai negara, termasuk Indonesia. Namun, keberhasilan ekspatriat dalam memimpin organisasi di negara tujuan seringkali dipengaruhi oleh berbagai faktor lintas budaya. Penelitian ini bertujuan untuk mengidentifikasi faktor-faktor keberhasilan dan kegagalan ekspatriat dalam menjalankan peran kepemimpinan di perusahaan multinasional di Indonesia. Melalui metode Systematic Literature Review terhadap 24 jurnal nasional dan internasional, kajian ini menemukan bahwa keberhasilan ekspatriat sangat ditentukan oleh kemampuan adaptasi budaya, kecerdasan budaya, dukungan organisasi, gaya kepemimpinan yang fleksibel, serta motivasi personal. Sementara itu, kegagalan sering disebabkan oleh kurangnya pelatihan lintas budaya, stereotip negatif terhadap budaya lokal, serta kurangnya dukungan dari perusahaan. Hasil kajian ini memberikan kontribusi penting bagi pengembangan strategi Manajemen Sumber Daya Manusia Internasional (IHRM), dengan menekankan pentingnya pelatihan, komunikasi antarbudaya, serta sistem pendampingan adaptif dalam mendukung efektivitas penugasan ekspatriat di Indonesia.

Co-Authors ., Masyhudzulhak . Abdul Bari Abdul Bari Abdul Bari Abdul Bari Achmad H Sutawijaya Achmad Hidayat Sutawidjaya Achmad Hidayat Sutawidjaya Achmad Sutawijaya Agustin, Alferina Ahmad Azmy Ahmad Faridi Ahmad Hidayat Sutawijaya Aima, Muhammad Havidz Ali Iqbal, M. Althov Feizal, Dava Andi Bimantoro, Fanji Andi, Tri Novri Anggara, Ricko Angin, Matius Perangin Anisa Damayanti Aprian Pamungkas, Yosua Apriliani, Meitri Asep Yusuf Hamdani Augustina Kurniasih Awang Adin Nugroho Awang Adin Nugroho Bambang Mulyana, Bambang Bambang Santoso Marsoem Bayu Suryo Putro Bayu Suryo Putro Chaerudin, Chaerudin Darmawan, Surya Darsidik Darsidik Darsidik Darsidik Deden Kurniawan Deden Kurniawan Deden Kurniawan Dermawan, A Rengga Dharmiarto, Rizki Iman Dian Novianthi Diana Novita Diarta, Luthfita Ayu Dicky Yulius Pangkey Didin Hikmah Perkasa Djamil, Masyhdzulhak Djumarno, Djumarno Doresdiana, Herlita Dwi Budiyati Dwi Budiyati Dwiarto, Joko Dwihastini, Evi Rosa Efrizon Efrizon Eggy Farizqy, Sefty Eko Purnama Eko Wahyudi Eti Kurniati Fachrudi, Fachrudi Farida Elmi Farida Farida Faridi, Ahmad Filzah Lutfiah Sakti Filzah Lutfiah Sakti Fora, Yandri Garingging, Robin Hendra S Grace Fresania Kaparang Gustiah, Indira Puspa Hafizha, Hafizha Rasyid hanifah hanifah Hany, Nisrina Harris, Aulia Herdina Irdaningsih Herry Agung Prabowo Iing Hilman Ilmil Fazri, Darul Iman Gandi Mihardja Indra Adi Wibisono Irdaningsih, Herdina Jajang SUPRIATNA Jeni Andriani Johan Oscar Ong Juniawan M Putra Kasmir Kasmir Kasmir Kasmir, Kasmir Khairul Anwar Krismanto, Didik Kurniawan, Moh Arief Kurniawan, Mohammad Fahmi Kurniawati, Nina Larasati, Mentari Lenny Christina Nawangsari Lucky Nugroho Ludfiono M. Ali Iqbal M. Farid Wajdi, M. Farid M.Ali Iqbal Madelan, Sugiyono Mafizatun Nurhayati Mafiztun Nurhayati Maresha Andaratama Alwika Maresha Andaratama Alwika Maria Imelda Novita Susiang Marina Marina Marmaini, Fabian Firjun Martinus Bangapadang, Adrial Masydzulhak Djamil MZ Masyhdzulhak Djamil Masyhudzulhak Djamil Masyhudzulhak Djamil MZ Masyhudzulhak Djamil Mz Masyhudzulhak Djamil MZ Masyhudzulhak, . . Megawati, . . Meitri Apriliani Mohamad Yudha Gutara, Mohamad Yudha Monika Balqis Pratiwi Muhammad Ali Iqbal Mulyanto Syawal Musanti, Tersia Musanti, Tersia Natasha Putri Bahari Nawangsari , Lenny C Ningsih Yuliati, Trisna Nova Lina Langingi Novawiguna K Novawiguna K Novawiguna Kemalasari Novawiguna Novawiguna Novawiguna Novawiguna Novianthi, Dian Nur Ikhwansyach, Radian Nurbaeti Nurbaeti Nurhayati, Mafiztun Nurrahmi, Herly Nurul Hidayah Parwoto Parwoto Parwoto, Parwoto Pasha, Azam Pogo, Tajjudin Pudjianto, Muchammad Purnama, Eko Putra, Ridho Maha Putri, Qrizzilia Izani Putta, Ariyananda Pantana Rachman, Nuriza Rahadian Rachman, Rendra Rakhmanto, Bonny Ratih Purnamasari Redi Perdiansyah Renata Dwiani Rindu, Rindu Fitri Erista Dinanti Rini Sulistyawati Risalina Risalina Rismawati Rismawati Robin Garingging Sally Arianita Dewi Sefty Eggy Farizqy Sela Sri Mulyani Sela Sri Mulyani Setiadi, Tri Budi Setyo Riyanto Sinaga, Marida Singgih Prasojo Sugiyono Siswahyudianto Sudjono Sudjono Sudjono, Sudjono Sugeng Santoso Sugiyono Madelan Sugiyono Sugiyono Sugiyono Sugiyono Sugiyono, . . Suharyani, Yenny Dwi Sukarwati Sukarwati Sukarwati Sukarwati Sulistiawati, Lia Sulistyanto, Tri Hadi Supriyanto, Ari Susanto Susanto Sutawidjaya, Achmad H Sutawidjaya, Ahmad Hidayat Suyukoh, Hanafi Suzanti, Nurmalia Tantri, Diat Tessa Mardhana Tessa Mardhana Topani Suzulia, Maya Treshia, Yuwinta Tri Joko Raharjo Trisna Ningsih Yuliati Ulfa Tiara, Qanita Uli Wildan Nuryanto Wardana, Muhammad Rezky Widisono, Gunawan Widodo, Arif Bagus Wiwik Utami Yanti, Dova Dwi Yuliana, Yayu Yusuf Hamdani, Asep Zulkarnain, Mardlo

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