Garuda - Garba Rujukan Digital

Pengaruh Sertifikasi Kompetensi Dan Penghargaan Driver Terhadap Reduksi Kecelakaan Lalu Lintas di Jabodetabek Tahun 2018-2021 (Studi Kasus di PT. Dunex Express Transindo Jakarta) Kurniawan, Johanes; Johar Samosir; Sonya Sidjabat; Nasirur Rahman Achmad; Mizan Nurhakim
Jurnal Ekonomi Manajemen Sistem Informasi Vol. 6 No. 4 (2025): Jurnal Ekonomi Manajemen Sistem Informasi (Maret - April 2025)
Publisher : Dinasti Review

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/jemsi.v6i4.4410

Faktor Sumber daya manusia adalah pembahasan utama yang paling wajib diperhatikan sebagai modal Aset perusahaan dan harus di manage dengan baik oleh sebuah perusahaan. Faktor Sumber daya manusia dalam pelaksanaan kerjanya banyak didapatkan tidak sesuai dengan arah tujuan dan visi perusahaan. Harus disadari, sumber daya manajemen yang berkelanjutan merupakan faktor penting bagi keberhasilan sebuah perusahaan. Sehingga, banyak usaha yang dilakukan untuk meningkatkan loyalitas dan hasil kinerja karyawan melalui pemberian penghargaan kepada karyawan dan penilaian kompetensi guna menghasilkan karyawan yang profesional dan berintegritas tinggi. Penelitian ini bertujuan untuk melihat pengaruh Penghargaan dan Sertifikasi Kompetensi terhadap Reduksi Kecelakaan lalu lintas di jalan raya di PT.Dunex Express Transindo di Jakarta. Dimana Populasi yang di jadikan penelitian pada awalnya adalah 60 karyawan driver yang telah menjalani Sertifikasi Kompetensi tahun 2021dengan program Pelaksana Sertifikasi Kompetensi Kerja (PSKK) Badan Nasional Sertifikasi Profesi (BNSP). Populasi sampel dipilih dengan menggunakan sampel jenuh, yang dikumpulkan hanya sebanyak 59 data karyawan. Kuesioner digunakan untuk pengumpulan data, dan metode analisis data menggunakan analisis jalur. Hasil penelitian menunjukkan Penghargaan dan Sertifikasi Kompetensi secara individual berpengaruh signifikan dan positif terhadap Reduksi kecelakaan lalulintas di jalan raya karyawan di PT. Dunex Express Transindo di Jakarta.

Pengaruh Sertifikasi Kompetensi Dan Penghargaan Driver Terhadap Reduksi Kecelakaan Lalu Lintas di Jabodetabek Tahun 2018-2021 (Studi Kasus di PT. Dunex Express Transindo Jakarta) Johanes Kurniawan; Johar Samosir; Sonya Sidjabat; Nasirur Rahman Achmad; Mizan Nurhakim
Jurnal Ekonomi Manajemen Sistem Informasi Vol. 6 No. 4 (2025): Jurnal Ekonomi Manajemen Sistem Informasi (Maret - April 2025)
Publisher : Dinasti Review

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/jemsi.v6i4.4410

Faktor Sumber daya manusia adalah pembahasan utama yang paling wajib diperhatikan sebagai modal Aset perusahaan dan harus di manage dengan baik oleh sebuah perusahaan. Faktor Sumber daya manusia dalam pelaksanaan kerjanya banyak didapatkan tidak sesuai dengan arah tujuan dan visi perusahaan. Harus disadari, sumber daya manajemen yang berkelanjutan merupakan faktor penting bagi keberhasilan sebuah perusahaan. Sehingga, banyak usaha yang dilakukan untuk meningkatkan loyalitas dan hasil kinerja karyawan melalui pemberian penghargaan kepada karyawan dan penilaian kompetensi guna menghasilkan karyawan yang profesional dan berintegritas tinggi. Penelitian ini bertujuan untuk melihat pengaruh Penghargaan dan Sertifikasi Kompetensi terhadap Reduksi Kecelakaan lalu lintas di jalan raya di PT.Dunex Express Transindo di Jakarta. Dimana Populasi yang di jadikan penelitian pada awalnya adalah 60 karyawan driver yang telah menjalani Sertifikasi Kompetensi tahun 2021dengan program Pelaksana Sertifikasi Kompetensi Kerja (PSKK) Badan Nasional Sertifikasi Profesi (BNSP). Populasi sampel dipilih dengan menggunakan sampel jenuh, yang dikumpulkan hanya sebanyak 59 data karyawan. Kuesioner digunakan untuk pengumpulan data, dan metode analisis data menggunakan analisis jalur. Hasil penelitian menunjukkan Penghargaan dan Sertifikasi Kompetensi secara individual berpengaruh signifikan dan positif terhadap Reduksi kecelakaan lalulintas di jalan raya karyawan di PT. Dunex Express Transindo di Jakarta.

Driving Innovation and Competitive Advantage through Human Resource Management, Culture, Technology, and Employee Comitment Anung Haryanto; Sonya Sidjabat; Devi Marlita; Mochamad Ramza Rapier Gussa; Pipit Sundari
Reviu Akuntansi, Manajemen, dan Bisnis Vol 6 No 2 (2026): Juni
Publisher : Penerbit Goodwood

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/rambis.v6i2.7155

Purpose: This study examines how organisational culture, employee commitment and Human Resource Management (HRM) practices jointly influence innovation and competitive advantage.Research Methodology: A quantitative survey design was adopted, and data were analysed using Partial Least Squares Structural Equation Modelling (PLS-SEM) to test direct and indirect relationships among human resouce management, culture, technology, and employee commitment on innocation and competitive advantage.Results: Results reveal that culture significantly affects HRM practices, innovation and competitive advantage, HRM practices are strong predictors of both innovation and competitive advantage, employee commitment has a direct effect on competitive advantage but not on HRM or innovation, and HRM mediates the relationship between culture and both innovation and competitive advantage, but not for employee commitment.Conclusions: The findings indicate that culture and HRM form the core mechanisms driving innovation capability and competitive outcomes, while employee commitment plays a more limited role unless embedded in a strong cultural?HRM system.Limitations: This study uses a cross-sectional design and self-reported data, which may limit causal interpretation and generalizability.Contributions: The study contributes to theory by clarifying the mechanism through which culture converts into performance via HRM and innovation. It offers practical guidance for aligning culture, HRM practices and innovation strategy.

The Influence of Knowledge Sharing, Work Engagement, and Job Autonomy on Innovative Work Behavior of Employees in Multinational Companies Sonya Sidjabat
JEMSI (Jurnal Ekonomi, Manajemen, dan Akuntansi) Vol. 12 No. 4 (2026): Agustus 2026
Publisher : Lembaga Komunitas Informasi Teknologi Aceh (KITA), Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35870/jemsi.v12i4.6877

Multinational corporations which lack innovative work behavior will find it impossible to compete against other businesses which operate across international boundaries. The study examines how knowledge sharing and work engagement and job autonomy together impact innovative work behavior of employees in multinational enterprises. The research team establishes an explanatory research framework through its quantitative research methodology. The research team collected data through surveys which included 150 employees who worked at multinational corporations. The research team applied multiple linear regression for data analysis after they had completed validity and reliability tests and classical assumption tests which included assessments of normality and multicollinearity and heteroscedasticity. The study shows that knowledge sharing and work engagement and job autonomy bring positive effects to innovative work behavior because each factor produces separate effects and their combined effects create a coefficient of determination value of 0.79. Organizations can enhance their employees capacity to innovate by implementing initiatives which expand knowledge sharing programs and improve work engagement and provide employees with necessary organizational freedom. The study offers practical human resource management solutions to multinational company management which will lead to improved innovation through knowledge sharing and employee engagement and work flexibility practices. The research expands existing literature on innovative behavior by studying global organizations in this particular context.

The Paradox of Employee Performance in Contemporary Human Resource Management Practices Sonya Sidjabat; Muhamad Ridwan
Agregat: Jurnal Ekonomi dan Bisnis Vol. 10 No. 1 (2026)
Publisher : Universitas Muhammadiyah Prof. DR HAMKA.

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22236/agregat_vol10.i1/23182

This study purposed to analyze the dynamics of employee performance in human resource management model. A qualitative method with a case study design was used to explore the phenomenon in an organizational context. Data were collected using documentations, observations and in-depth interviews with employees and managers purposely selected for this research. The interactive model of Miles and Huberman was used for the data analysis, including data reduction, display and conclusion drawing. The results indicate the multivariate interaction effect that all HRM practices, work motivation due to individual disposition, leadership action, organizational culture and adaptation to digital transformation processes in a company create on employee performance. Results The study found an incongruity between the HRM policies and their application as well as a prevalence of extrinsic motivation over intrinsic motivation. Moreover, the adaptive brand leadership and collaborative organizational culture enhances employee performance. Digital transformation poses existential challenges and opportunities in doing performance better. This study argues that the simultaneous application of structural, behavioral and technological aspects within HRM practices is necessary to enhance employee performance

Driving Innovation and Competitive Advantage through Human Resource Management, Culture, Technology, and Employee Comitment Anung Haryanto; Sonya Sidjabat; Devi Marlita; Mochamad Ramza Rapier Gussa; Pipit Sundari
Reviu Akuntansi, Manajemen, dan Bisnis Vol 6 No 2 (2026): Juni
Publisher : Goodwood

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/rambis.v6i2.7155

Purpose: This study examines how organisational culture, employee commitment and Human Resource Management (HRM) practices jointly influence innovation and competitive advantage.Research Methodology: A quantitative survey design was adopted, and data were analysed using Partial Least Squares Structural Equation Modelling (PLS-SEM) to test direct and indirect relationships among human resouce management, culture, technology, and employee commitment on innocation and competitive advantage.Results: Results reveal that culture significantly affects HRM practices, innovation and competitive advantage, HRM practices are strong predictors of both innovation and competitive advantage, employee commitment has a direct effect on competitive advantage but not on HRM or innovation, and HRM mediates the relationship between culture and both innovation and competitive advantage, but not for employee commitment.Conclusions: The findings indicate that culture and HRM form the core mechanisms driving innovation capability and competitive outcomes, while employee commitment plays a more limited role unless embedded in a strong cultural?HRM system.Limitations: This study uses a cross-sectional design and self-reported data, which may limit causal interpretation and generalizability.Contributions: The study contributes to theory by clarifying the mechanism through which culture converts into performance via HRM and innovation. It offers practical guidance for aligning culture, HRM practices and innovation strategy.

The Role of Business Management in Enhancing Company Competitiveness: Opportunities and Challenges Nunung Ayu Sofiati; Sugiarti Sugiarti; Harry Purwoko; Sonya Sidjabat; Rintis Eko Widodo
Siber International Journal of Digital Business (SIJDB) Vol. 2 No. 4 (2025): (SIJDB) Siber International Journal of Digital Business (April - June 2025)
Publisher : Siber Nusantara Review & Yayasan Sinergi Inovasi Bersama (SIBER)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/sijdb.v2i4.149

The purpose of this literature study is to develop a hypothesis regarding the influence between variables that can be used for further research in the field of human resource management. The article, a literature review of the implementation of talent management on company sustainability, is a scientific literature article in the field of human resource management. The approach used in this literature review is qualitative descriptive. The data collection technique is to use a literature study or review relevant previous articles. The data used in this descriptive qualitative approach comes from previous research relevant to this research and is sourced from academic online media such as Thomson Reuters, Springer, Taylor & Francis, Scopus Emerald, Elsevier, Sage, Web of Science, Sinta Journal, DOAJ, EBSCO, Google Scholar and digital reference books. In previous research, each relevant previous article was used to review each independent variable. The results of this literature review article are: 1) Opportunity plays a role in the Business Management Model; 2) Challenges play a role in the Business Management Model; 3) Market Share plays a role in the Business Management Model; 4) Promotion plays a role in the Business Management Model; and 5) Brand Image plays a role in the Business Management Model.

Identifying the Characteristic Delegation of Leadership: Study Literature Review Reza Fauzi Jaya Sakti; Sonya Sidjabat; Pipit Sundari; Mochammad Subagio; Abi Prasidi
Greenation International Journal of Tourism and Management Vol. 3 No. 1 (2025): (GIJTM) Greenation International Journal of Tourism and Management (March - May
Publisher : Greenation Research

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/gijtm.v3i1.343

The purpose of this literature study is to develop a hypothesis regarding the influence between variables that can be used for further research in the field of human resource management. The literature review article on the identification of leadership characteristics of delegates is a scientific literature article in the field of human resource management. The approach used in this literature review is descriptive qualitative. The data collection technique is to use a literature study or review relevant previous articles. The data used in this descriptive qualitative approach comes from previous research relevant to this study and is sourced from academic online media such as Thomson Reuters, Springer, Taylor & Francis, Scopus Emerald, Elsevier, Sage, Web of Science, Sinta Journal, DOAJ, EBSCO, Google Scholar and digital reference books. In previous studies, each relevant previous article was used to review each independent variable. The results of this literature review article are: 1) Leader Behavior affects Delegation Leadership; 2) Organizational Culture affects Delegation Leadership; 3) Trust affects Delegation Leadership; 4) Competence affects Delegation Leadership; and 5) Ability affects Delegation Leadership.

Exploring Human Resources Development as a Determining Factor for Organizational Success: A Qualitative Approach Yosi Pahala; Anung Haryanto; Ninin Nurhidayati; Subehana Subehana; Sonya Sidjabat
Dinasti International Journal of Management Science Vol. 6 No. 6 (2025): Dinasti International Journal of Management Science (July - August 2025)
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijms.v6i6.5317

This research explores the strategy of human resource development in Jakarta universities in the face of digital transformation and the Independent Learning Independent Campus (MBKM) policy, as well as the role of digitalization of HR management (Digital HR) in increasing organizational effectiveness. The method used is a qualitative approach with secondary data analysis from national and international journals over the past ten years. The results show that HR competence is the main factor in organizational success in the digital era. Technology-based HR development strategies, with stakeholder support, produce adaptive, innovative, and globally competitive human resources. Organizations that are responsive to technological and social change tend to have an edge over the competition. This study has limitations, such as the use of secondary studies that are not representative of all organizations, and has not been in-depth analyzing organizational cultural factors, technological readiness, and policy support. The absence of primary data also makes the research results theoretical. Nevertheless, these findings make an important conceptual contribution and can serve as a basis for further research in developing HR management models that are relevant to the demands of the digital age and the implementation of MBKM policies.

Analysis of Mentoring and Coaching on Productivity Mediated by Organizational Commitment: Study Literature Review Reza Fauzi Jaya Sakti; Sonya Sidjabat; Dewi Untari; Adelia Dwi Valentin; Indra Rustiawan
International Journal of Advanced Multidisciplinary Vol. 3 No. 4 (2025): International Journal of Advanced Multidisciplinary (January-March 2025)
Publisher : Greenation Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/ijam.v3i4.780

The purpose of this literature research is expected to help hypotheses for future authors in determining research related to human resource management. The research article on the analysis of mentoring and coaching on productivity mediated by organizational commitment is a scientific literature article in the scope of human resource management. The approach used in this literature review research is descriptive qualitative. Data collection techniques are using literature studies or conducting literature reviews of relevant previous articles. The data used in this study are secondary data, which are sourced from academic online media such as Thomson Reuters Journals, Sage, Springer, Taylor & Francis, Scopus Emerald, Elsevier, Sage, Springer, Web of Science, Sinta Journals, DOAJ, EBSCO, Google Scholar and digital reference books. In previous studies, 1 relevant previous article was used to review each independent variable. The results of this literature review article are: 1) Mentoring affects Organizational Commitment; 2) Coaching affects Organizational Commitment; 3) Mentoring affects Productivity; 4) Coaching affects Productivity; 5) Organizational Commitment affects Productivity; 6) Mentoring affects Productivity through Organizational Commitment; and 7) Coaching affects productivity through organizational commitment.

Title

Found 11 Documents
Search

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Title Search

Found 11 Documents Search

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Title

Found 11 Documents
Search