Articles
<![CDATA[Model Aplikasi Structural Equation Modelling (SEM) Untuk Kebijakan Profesionalisme Perwira TNI Angkatan Laut ]]>
<![CDATA[Nugroho, Sukmo Hadi]]>;
<![CDATA[Suharyo, Okol Sri]]>;
<![CDATA[Chrys, Aang]]>
<![CDATA[ Rekayasa Vol 15, No 1: April 2022 ]]>
Publisher : <![CDATA[Universitas Trunojoyo Madura ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.21107/rekayasa.v15i1.13945
<![CDATA[The development of the Indonesian Navy's strength is carried out through a strategic planning process manifested in four activity programs, namely (1) the Marine Readiness Support Program; (2) Modernization Program for Alutsista and Non-Alutsista as well as the Development of Facilities and Infrastructure for the National Defense for Marine; (3) Professionalism Enhancement Program for Marine Personnel; (4) Marine Management and Operation Implementation Program. The Indonesian Navy realizes that the main strength of all force-building programs lies in the quality of the human resources (HR) possessed by the Indonesian Navy. However, the existing reality reveals various kinds of problems and obstacles that hinder the process of improving the quality of existing human resources. For this reason, the Indonesian Navy seeks to improve the pattern of training for personnel by issuing policies that spur the performance of the personnel development system within the Indonesian Navy. From these problems, a research or modeling is needed that can represent how the influence of the Indonesian Naval Personnel Development Pattern and Indonesian Navy Policy on Officer Professionalism to create superior navy personnel in line with the Indonesian Navy development program towards the World Maritime Axis. The method used in this research is Structural Equation Modeling (SEM). There are 27 indicators consisting of 5 indicators of Angkatan Laut policy variables, 13 indicators of personnel development variables and 9 indicators of professionalism. The results showed that there was a significant direct influence between the Angkatan Laut policy variables on personnel development, personnel development on professionalism and Angkatan Laut policies on professionalism. In addition, there is an indirect influence between Angkatan Laut policies on professionalism through personnel development as a mediating variable.]]>
<![CDATA[Aplikasi Metode Regresi Untuk Analisis Variabel Moderasi pada Personel Organisasi Militer ]]>
<![CDATA[Adi Bandono]]>;
<![CDATA[Sukmo Hadi Nugroho]]>;
<![CDATA[Okol Sri Suharyo]]>
<![CDATA[ Rekayasa Vol 15, No 2: Agustus 2022 ]]>
Publisher : <![CDATA[Universitas Trunojoyo Madura ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.21107/rekayasa.v15i2.15505
<![CDATA[The achievement of the vision, mission and also the target of a military institution is strongly influenced by soldiers or personnel who are human resource capital. In terms of human resources or personnel, of course, they have work motivation that must be maintained in order to survive in military organizations. Potential human resources and in accordance with their field of work will support the achievement of the organization if they are utilized optimally. This study aims to find answers about how the influence of organizational culture (X1) and job satisfaction (X2) on the work motivation of military personnel (Y) with work facilities as moderating variables (X3). The scientific method used in this research is survey research using a quantitative approach, the data analysis carried out in this study by analysis using statistical model tests. The results obtained in this study are (a) Organizational culture (X1) has a significant effect on work motivation (Y) in Institutions or Military Organizations, (b) Job satisfaction (X2) has a significant effect on work motivation (Y) in Institutions or Organizations. Military, and (c) Work facilities (X3) have a significant effect on work motivation (Y) in Military Institutions or Organizations. Based on the test results, it is also known that there is an effect of these variables after interacting with the work facilities variable as a moderating variable, the results obtained that have a significant effect on the work motivation of personnel. So it can be concluded that work facilities moderate organizational culture and job satisfaction so that it affects the increase in work motivation in military institutions or organizations.]]>
<![CDATA[Effect of Work Stress, Extrinsic and Intrinsic Motivation on Job Satisfaction and Employee Performance ]]>
<![CDATA[Rensi Pradias Sari]]>;
<![CDATA[Sukmo Hadi Nugroho]]>
<![CDATA[ Rekayasa Vol 16, No 2: Agustus 2023 ]]>
Publisher : <![CDATA[Universitas Trunojoyo Madura ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.21107/rekayasa.v16i2.19697
<![CDATA[Aspects of human resources is one of the important factors that must be considered in the company. In order for companies to survive in the face of increasingly fierce business competition, management needs to make changes within the company with the aim of being able to further improve employee performance so that it is more optimal. The problem that is often faced by every company is regarding employee performance which tends to decline. One of the factors is the work stress experienced by employees. This study aims to explore the effect of job stress and extrinsic and intrinsic motivation on employee performance through the mediation of job satisfaction at the financing company PT BFI Finance Indonesia Tbk. This study uses data collection methods survey and distribution of questionnaires online, respondents were selected by the method purpose sampling. The sample of this research are employees Head Office working in parts Project Management Office, Asset Management and Human Capital at the staff level with a working period of more than 6 months. Data analysis techniques using Structural Equation Modeling (SEM) with LISREL. The results of this study explain that the variables that influence job satisfaction and employee performance are low levels of stress and intrinsic motivation. There are findings where extrinsic motivation has no positive effect on job satisfaction and employee performance.]]>
<![CDATA[Kepuasan Kerja Karyawan di Rumah Sakit : Review Masalah dan Prospek di Era Digital ]]>
<![CDATA[Nugroho, Sukmo Hadi]]>;
<![CDATA[Gunawan, Kazan]]>
<![CDATA[ Rekayasa Vol 17, No 3: Desember, 2024 ]]>
Publisher : <![CDATA[Universitas Trunojoyo Madura ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.21107/rekayasa.v17i3.27912
<![CDATA[Measuring employee job satisfaction in hospitals in the digital era shows that digital technologies, such as online survey platforms, mobile applications, and data analytics, have increased the efficiency of data collection and analysis. These technologies enable faster, more accurate, and more personalized job satisfaction assessments, helping management better understand employee conditions and respond to their needs effectively. However, major challenges arise related to employee data privacy, limited digital infrastructure in certain hospitals, and resistance from some employees who are less familiar with digital technology. These factors can affect the quality of the data obtained and employee trust in digital-based assessment systems. Recommendations for hospital management include developing flexible assessment systems, investing in digital training for employees, and ensuring data security and transparency in its use to build trust. These steps can help improve overall job satisfaction and retain quality healthcare workers amidst the challenges of the digital era.]]>
<![CDATA[Analisis Structural Equation Modeling (SEM) Pengaruh Transformational Leadership Terhadap Employee Performance ]]>
<![CDATA[Sari, Citra Arum]]>;
<![CDATA[Nugroho, Sukmo Hadi]]>
<![CDATA[ Rekayasa Vol 17, No 2: Agustus, 2024 ]]>
Publisher : <![CDATA[Universitas Trunojoyo Madura ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.21107/rekayasa.v17i2.27158
<![CDATA[Performance results in a company can increase due to the influence of the transformational leadership style supported by how job satisfaction and behavior of its employees. Job satisfaction and OCB function to have a positive impact on employee performance, if employees are satisfied with what is given by their leaders, it will affect the progress of the company and feel encouraged to work better as well as the impact of OCB and transformational leadership on them, in terms of involving employees in voluntary work which ultimately improves performance. Contributions to this research so that in the future it can expand information and new references. This research also expands the literature by examining the mediating influence of OCB and provides new directions for researchers to study transformational leadership and OCB. The sampling method is purposive. The data collection technique begins with the distribution of an initial questionnaire (pre test) to 30 respondents, then continues with a sample of 150 respondents. The research was conducted quantitatively with the SEM (Structural Equation Model) Lisrel method. The results showed that transformational leadership has a positive effect on job satisfaction, organizational citizenship behavior and employee performance directly and job satisfaction and OCB have a positive effect indirectly.]]>
<![CDATA[Analisis Structural Equation Modelling (SEM) Efek Kepemimpinan Transformasional, Kepuasan Kerja dan Komitmen Organisasional Terhadap Kinerja Karyawan Perusahaan Pelayaran ]]>
<![CDATA[Kurniawan, Thomas Aquinas]]>;
<![CDATA[Nugroho, Sukmo Hadi]]>
<![CDATA[ Rekayasa Vol 17, No 1: April, 2024 ]]>
Publisher : <![CDATA[Universitas Trunojoyo Madura ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.21107/rekayasa.v17i1.25351
<![CDATA[The purpose of this research is to analyze the influence of transformational leadership, job satisfaction and organizational commitment on employee performance through work motivation in shipping companies. The research used a questionnaire distributed online to collect data. Determining the research sample using a purposive sampling method, namely employees who work in shipping in the West Indonesia Region and Central Indonesia Time, namely 87 employees. To assess the strength of direct and indirect relationships between various variables, SEM and Partial Least Square (PLS) models were used. The results of this research indicate that transformational leadership has a significant effect on job satisfaction and organizational commitment. Job satisfaction has a positive and significant effect on work motivation. Organizational commitment has a positive and significant effect on work motivation and employee performance. Work motivation has a positive and significant effect on employee performance. Transformational Leadership has a positive and insignificant relationship to employee performance in a direct relationship and through an indirect relationship. Transformational Leadership has a significant relationship to work performance, mediated by organizational commitment and intervened by work motivation. Job satisfaction has an insignificant positive relationship with employee performance in a direct relationship, but job satisfaction has a positive and significant relationship with employee performance when intervened by work motivation.]]>
<![CDATA[Analisis Structural Equation Modelling (SEM) Pengaruh Kepuasan Kerja, Lingkungan, Work Life Balance, Kompetensi dan Komitmen Pegawai Terhadap Kinerja ]]>
<![CDATA[Abdillah, Muhammad Afwan]]>;
<![CDATA[Nugroho, Sukmo Hadi]]>
<![CDATA[ Rekayasa Vol 17, No 1: April, 2024 ]]>
Publisher : <![CDATA[Universitas Trunojoyo Madura ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.21107/rekayasa.v17i1.24344
<![CDATA[Employee performance is an important factor for companies operating in the public service sector, especially in water treatment companies, where their services cover the interests of many people. This research was conducted to see the influence of job satisfaction, work life balance, work environment, employee commitment and employee competency on employee performance in water treatment companies in Bekasi Regency, where there are still few researchers who have conducted research in water treatment companies, so we hoped that this research can become an additional reference for researchers who will choose similiar companies as the object of their research. The research was carried out using a survey method and using questionnaires as its tool, questionnaires were distributed online and face to face to employees within the Water Treatment Companies in Bekasi Regency. The distribution of the questionnaire was carried out in December 2023 with a total of 151 respondents. To test the hypothesis, the data obtained from the questionnaire was then analyzed using the SEM-PLS method. The research results show that the work environment, work life balance and employee competency have positive influence toward employee performance at Water Treatment Companies in Bekasi Regency.]]>
<![CDATA[Pengaruh Servant Leadership Terhadap Employee Affective Well-Being dengan Mediasi Personal Growth dan Perceived Organizational Support ]]>
<![CDATA[Dimas Prabowo, Muhammad]]>;
<![CDATA[Nugroho, Sukmo Hadi]]>
<![CDATA[ Rekayasa Vol 17, No 2: Agustus, 2024 ]]>
Publisher : <![CDATA[Universitas Trunojoyo Madura ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.21107/rekayasa.v17i2.27171
<![CDATA[The role of a leader is very necessary, with the hope that employees can also be involved in dealing with company problems that are experiencing a decline in performance. This research aims to determine the influence of servant leadership on employee affective well being, both directly and indirectly through the mediation of personal growth and perceived organizational support. This research is a development of previous research conducted on service management. Respondents were taken using purposive sampling. Data collection was carried out by distributing questionnaires to 140 employees. The data analysis technique used is the Lisrel Structure Question Modeling (SEM) analysis technique. The research results show that servant leadership is directly related to employee affective well being. Apart from that, servant leadership can be related to employee affective well being, so it will be mediated using personal growth and perceived organizational support. It is hoped that the contribution in the research will provide insight into science in human resource management and can become a new reference for Medical Device companies.]]>
<![CDATA[Pengaruh Stres Kerja dan Kerjasama Tim Terhadap Turnover Intention di Instalasi Rawat Inap Rumah Sakit Ananda Bekasi ]]>
<![CDATA[Amalia, Kartika Putri]]>;
<![CDATA[Nugroho, Sukmo Hadi]]>
<![CDATA[ Rekayasa Vol 17, No 2: Agustus, 2024 ]]>
Publisher : <![CDATA[Universitas Trunojoyo Madura ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.21107/rekayasa.v17i2.27223
<![CDATA[Turnover intention or the desire to move is the tendency or intention of employees to quit their jobs voluntarily or move from one workplace to another. Burnout is an individual's response to work stress that occurs chronically and develops progressively which causes changes in health that affect work activities. The purpose of this study was to analyze the effect of work stress and teamwork on turnover intention and burnout as an intervening variable. The design of this study is observational analytic which aims to determine the relationship between variables through hypothesis testing, without intervening with the research subjects. The method used in this study is cross-sectional, by collecting data simultaneously at one time. Based on the entire series of analyses, it was found that burnout intervenes with work stress and teamwork on turnover intention so that by reducing work stress and increasing teamwork, burnout will be reduced so that it can reduce the turnover intention rate. Work stress and burnout have an impact on turnover intention, and teamwork has an impact on burnout.]]>
<![CDATA[Pengaruh Green Marketing dan Service Quality Terhadap Customer’s Perceived Satisfaction yang Dimediasi Oleh Brand Image ]]>
<![CDATA[Harjon, Ariescha]]>;
<![CDATA[Nugroho, Sukmo Hadi]]>
<![CDATA[ Rekayasa Vol 17, No 1: April, 2024 ]]>
Publisher : <![CDATA[Universitas Trunojoyo Madura ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.21107/rekayasa.v17i1.24929
<![CDATA[This research aims to find out and complement information about the influence of green marketing and service quality on customer's perceived satisfaction mediated by brand image. The research used quantitative methods and survey through online questionnaires towards 712 inpatiens population of private hospitals in East Bekasi in September – November 2023. From 357 respondents, 293 filled out the questionnaire and 257 of them were taken as samples. This research has done through the validity and reliability tests, factor analysis KMO-MSA and Bartlett Test, and path analysis to answer the hypothesis and determine the structural equation model with SmartPLS 3.3.9. The results show that the five hypotheses have been proven positive and significant, namely the direct influence of green marketing on brand image; service quality on brand image; green marketing on customer's perceived satisfaction; service quality on customer's perceived satisfaction; and brand image on customer's perceived satisfaction. Indirectly, brand image acts as a partial mediator that mediates the positive and significant influence of green marketing on customer's perceived satisfaction; and the influence of service quality on customer's perceived satisfaction.]]>
