Article Per Year (5 Year)
p-Index From 2021 - 2026
0.92
P-Index
This Author published in this journals
All Journal Agregat: Jurnal Ekonomi dan Bisnis Jurnal Ekonomi Manajemen Sistem Informasi JEMSI (Jurnal Ekonomi, Manajemen, dan Akuntansi) Reviu Akuntansi, Manajemen, dan Bisnis
Sidjabat, Sonya
Institut Transportasi Dan Logistik Trisakti
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Social Sciences

Published : 5 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 5 Documents
Search

 1 
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

Abstract

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

Abstract

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

Abstract

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

Abstract

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

Abstract

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
Co-Authors Anung Haryanto Johanes Kurniawan Johar Samosir Johar Samosir Mizan Nurhakim Mizan Nurhakim Mochamad Ramza Rapier Gussa Muhamad Ridwan Nasirur Rahman Achmad Nasirur Rahman Achmad Pipit Sundari