Articles
<![CDATA[Mediation Role of Work Flexibility on the Linking of Work Family Conflict and Job Satisfaction ]]>
<![CDATA[Ryan Basith Fasih Khan]]>
<![CDATA[ Jurnal Bisnis dan Manajemen Vol 9, No 1 (2022): Jurnal Bisnis dan Manajemen Volume 9 Nomor 1 Tahun 2022 ]]>
Publisher : <![CDATA[University of Merdeka Malang ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.26905/jbm.v9i1.7627
<![CDATA[This study investigates the direct and indirect effect of work family conflict on job satisfaction. As a novelty of the research, the researcher added the work flexibility variable as a moderating variable. This study uses quantitative analysis using a questionnaire as a research instrument which is distributed to as many as 113 respondents online. The sampling technique is purposive sampling. Respondents in this study were banking employees who were married. After the data is collected, then quality testing is carried out using validity and reliability tests. Furthermore, hypothesis testing using SEM-PLS with the smartpls program. The results showed that work family conflict can reduce job satisfaction, work flexibility can affect job satisfaction. As well as moderating work flexibility in the relationship between work family conflict and job satisfaction. It is hoped that further researchers can add the age control variable.]]>
<![CDATA[DETERMINANT OF CONSUMER DECISION ON ISLAMIC BANKING ]]>
<![CDATA[Dian Novita Sari]]>;
<![CDATA[Siswanto Siswanto]]>;
<![CDATA[Ikhsan Maksum]]>;
<![CDATA[Fadlil Abdani]]>;
<![CDATA[Ryan Basith Fasih Khan]]>;
<![CDATA[Nora Ria Retnasih]]>;
<![CDATA[Setiani Setiani]]>;
<![CDATA[Masyhuri Masyhuri]]>
<![CDATA[ EL DINAR: Jurnal Keuangan dan Perbankan Syariah Vol 11, No 1 (2023): El Dinar ]]>
Publisher : <![CDATA[Faculty of Economics Universitas Islam Negeri Maulana Malik Ibrahim Malang ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.18860/ed.v11i1.17736
<![CDATA[This study investigates the determinant of customer decisions in Islamic banks' savings: motivation, promotion, and religiosity. Trust variable as a form of research novelty as a mediation. This study uses a quantitative approach with explanatory research. Using purposive sampling, the sample is 95 Islamic bank customers in Nganjuk City, East Java. Data are analyzed using structural equation modeling with Smartpls software. This research generally describes the factors that can improve customer decisions in opening savings at Islamic banks, such as motivation, promotion, and religiosity. These three factors in this study proved that only direct motivation could improve customer decisions. The result means that the other two factors need a mediating variable in the form of customer trust in Islamic banks regarding the safety of money stored and guarantees free from usury. These findings can be a suggestion for the management of Islamic banks to do promotions more often, meaning that what has been done now is still inferior to conventional banks in promotion.]]>
<![CDATA[Pengaruh Stres Kerja Terhadap Turnover Intention Dengan Kepuasan Kerja Sebagai Mediasi Pada Generasi Z Di DKI Jakarta ]]>
<![CDATA[Ellisa Wahyuningrum]]>;
<![CDATA[Ryan Basith Fasih Khan]]>
<![CDATA[ Jurnal E-Bis Vol 7 No 2 (2023): Vol. 7 No.2 2023 ]]>
Publisher : <![CDATA[Politeknik Piksi Ganesha Indonesia ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.37339/e-bis.v7i2.1236
<![CDATA[This study aims to examine the effect of job stress on turnover intention through job satisfaction as mediation. The sample was selected using purposive sampling method, namely judgment sampling. The selected sample is Generation Z employees who work for both startup and non-startup companies in DKI Jakarta Province. The number of observations used was 115 employees. Sample data was tested using Structural Equation Modeling with the help of the SmartPLS 3.0 application. The test results show that there is a positive and significant influence between job stress on turnover intention, while job stress on job satisfaction has a significant negative effect. Then, there is a negative and insignificant influence between the relationship between job satisfaction and turnover intention. Then, there is no mediating effect of job satisfaction on the relationship between job stress and turnover intention.]]>
<![CDATA[The Influence Of Employer Branding and Social Media on Generation Z’s Job Application Intentions with the Mediating role of Company Reputation ]]>
<![CDATA[Nurus Syafaatul Laila]]>;
<![CDATA[Ryan Basith Fasih Khan]]>
<![CDATA[ Sinergi : Jurnal Ilmiah Ilmu Manajemen Vol. 14 No. 1 (2024): Maret 2024 ]]>
Publisher : <![CDATA[Economic and Bussiness Faculty, Dr Soetomo University ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.25139/sng.v14i1.8387
<![CDATA[With the development of the era and the acceleration of globalization from various aspects, companies need to have a workforce that is able to manage and is ready to face changes that can affect the company. Generation Z is the focus of the study because they have different views on finding a job, namely prioritizing stability in work and benefits and high starting salaries (survey by the Handshake career site, 2022). The population in this study was 259 respondents with 157 samples taken using the Slovin formula. The data sources utilized include both primary and secondary data. Data collection was conducted through a questionnaire using Google Forms. Data analysis was performed using PLS SEM with the SmartPLS 4 software. The study results indicated that employer branding and social media have a positive and significant impact on company reputation. Employer branding positively and significantly influences job application intentions. Social media has a negative and insignificant effect on job application intentions. The favorable and notable influence of a company's reputation extends to job application intentions. Employer branding and social media positively and significantly affect job application intentions, with company reputation acting as a mediator.]]>
<![CDATA[THE IMPACT OF ORGANIZATIONAL CITIZENSHIP BEHAVIOR BASED SPIRITUAL LEADERSHIP ON JOB SATISFACTION ]]>
<![CDATA[Putra, Julian Perdana]]>;
<![CDATA[Khan, Ryan Basith Fasih]]>
<![CDATA[ Jurnal Ilmiah Manajemen, Ekonomi, & Akuntansi (MEA) Vol 7 No 3 (2023): Edisi September - Desember 2023 ]]>
Publisher : <![CDATA[LPPM STIE Muhammadiah Bandung ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.31955/mea.v7i3.3526
<![CDATA[Spiritual leadership carried out by leaders who have good personal qualities will create harmonious relationships between superiors and subordinates, reward subordinates who achieve objectively, are able to solve problems faced in the organization, and will have an impact on work. Therefore, spiritual leadership and Organizational Citizenship Behavior (OCB) have an important role in achieving the goals of an organization. The aim of this research is to find out how spiritual leadership influences job satisfaction through organizational citizenship behavior (OCB) as a mediating variable in Madiun Regency Population and Civil Registration Service employees in 2023. This research method uses a quantitative approach and collects primary data using a questionnaire. The population and sample in this study amounted to 100 samples. The variables used are spiritual leadership (X), job satisfaction (Y), and organizational citizenship behavior (Z). The analysis tool used is SmartPLS 4.0. The research results show that spiritual leadership (X) has a positive and significant effect on organizational citizenship behavior (Z). Organizational citizenship behavior (Z) has a positive and significant effect on job satisfaction (Y). Spiritual leadership (X) has a positive and significant effect on job satisfaction (Y). Spiritual leadership (X) has a positive and significant influence on job satisfaction (Y) through organizational citizenship behavior (Z) at the Population and Civil Registration Service of Madiun Regency in 2023.]]>
<![CDATA[Work-life Balance terhadap Turnover Intention melalui Kompensasi sebagai Variabel Intervening ]]>
<![CDATA[Azhar, Muhammad Hadiputra]]>;
<![CDATA[Khan, Ryan Basith Fasih]]>
<![CDATA[ Jurnal E-Bis Vol 8 No 1 (2024): Vol. 8 No.1 2024 ]]>
Publisher : <![CDATA[Politeknik Piksi Ganesha Indonesia ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.37339/e-bis.v8i1.1541
<![CDATA[This study aims to realize the effect of work-life balance on turnover intention and compensation as a mediating variable in Generation Z workers in Malang City. The method used in this research is a quantitative approach with descriptive analysis. The sample uses non probability sampling, namely saturated samples or census. The number of samples in this research are generation Z workers in Malang City as many as 100 workers. In the data collection process, the method used is a questionnaire. The data was tested using SmartPLS. The results of this research found that work-life balance has no effect on turnover intention, compensation has a positive effect on turnover intention, work-life balance has a positive effect on compensation, and compensation has no effect in mediating work-life balance turnover intention in Generation Z workers in Malang City. Keywords: Work-life Balance, Turnover Intention, Compensation, Z Generation]]>
<![CDATA[Integration of social exchange theory: spiritual leadership on millennial organizational performance ]]>
<![CDATA[Maksum, Ikhsan]]>;
<![CDATA[Khan, Ryan Basith Fasih]]>
<![CDATA[ Journal of Management and Digital Business Vol. 4 No. 2 (2024): Journal of Management and Digital Business ]]>
Publisher : <![CDATA[Nur Science Institute ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.53088/jmdb.v4i2.1075
<![CDATA[For organizations whose members are predominantly Muslim, the appropriate leaders are leaders who have Islamic values or what is usually called spiritual leadership. Based on the spiritual leadership approach, encouraging employees to participate in ta'awun behavior enhances human resources efficiency within a business organization. Researchers have studied many leadership models, but only a few have explored spiritual leadership models and OCBI and OCBO on human resource performance. The study aims to contribute to the growth of research into spiritual leadership models, OCBI, and OCBO behavior about HR performance. This study investigates the mediating role of ta'awun behavior in the relationship between spiritual leadership and HR performance. This study emphasizes 190 employees from PT Arkatama Solusindo and PT Digi Partner Studio and a quantitative research paradigm using the Partial Least Squares (PLS) analysis tool. According to this research, the spiritual leadership model is the most effective factor for improving human resource performance. Its influence can be effectively reduced by OCBI and OCBO behavior. OCBI behavior serves as a mediator for the impact of spiritual leadership on HR performance. Meanwhile, the mediating variable OCBO does not have a mediating role.]]>
<![CDATA[The Intervening Role of Work Environment Intervention: The Influence of Transformational Leadership and Career Development on Employee Engagement ]]>
<![CDATA[Rahma Nadia Febrianti]]>;
<![CDATA[Ryan Basith Fasih Khan]]>
<![CDATA[ Jurnal Ekonomi, Bisnis & Entrepreneurship Vol. 18 No. 2 (2024): Jurnal Ekonomi, Bisnis & Entrepreneurship (e-Journal) ]]>
Publisher : <![CDATA[Pusat Penelitian dan Pengabdian Pada Masyarakat (P3M) STIE Pasundan ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.55208/p9gy6637
<![CDATA[This research investigates the impact of Transformational Leadership and Career Development on Employee Engagement, with Work Environment serving as a mediating variable. This study employs a quantitative research method, targeting employees of BBPPMPV BOE in Malang City. A sample of 144 participants was selected using Slovin's formula, maintaining an error level of 5%, and the sampling technique utilized was Simple Random Sampling. Data collection occurred through an online questionnaire, followed by data analysis using smartPLS. The findings reveal that Transformational Leadership and Career Development do not directly influence Employee Engagement. However, Employee Engagement significantly impacts the Work Environment, which in turn plays a crucial role in enhancing Transformational Leadership and Career Development. Furthermore, Employee Engagement lacks a direct effect on Transformational Leadership and Career Development; rather, its influence is mediated by the Work Environment. These results imply that while fostering a supportive Work Environment can strengthen the effects of Transformational Leadership and Career Development on Employee Engagement, organizations should focus on improving this environment to enhance overall employee involvement and satisfaction. This research underscores the importance of cultivating a positive workplace atmosphere to optimize leadership efficacy and career growth opportunities.]]>
<![CDATA[PENGARUH EMOTIONAL INTELLIGENCE DAN COWORKER SUPPORT TERHADAP KEPUASAN KERJA MELALUI WORK ENGAGEMENT ]]>
<![CDATA[Mohammad Tio Pangku Sadewo]]>;
<![CDATA[Ryan Basith Fasih Khan]]>
<![CDATA[ Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik Vol. 11 No. 4 (2024): Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi, dan Pelayanan Publ ]]>
Publisher : <![CDATA[Universitas Bina Taruna Gorontalo ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.37606/publik.v11i4.1317
<![CDATA[This research aims to determine the extent to which work engagement can contribute to the relationship between emotional intelligence and coworker support and job satisfaction. The manufacturing sector in Malang City is developing rapidly and the number of employees is increasing. Every year, companies are increasingly responsible for creating job satisfaction for each of their employees. This research uses quantitative research methods. The study sample in this research was 100 workers in the Malang City manufacturing sector. The data collection technique used a questionnaire distributed to employees in the manufacturing sector in Malang City. The data is processed or processed using smartPLS software 4. From the results of this research it can be concluded that (1) Emotional Intelligence has a significant influence on job satisfaction (2) Coworker Support has a significant influence on job satisfaction (3) Work Engagement can mediate the influence of Emotional Intelligence on job satisfaction (4) Work Engagement cannot mediate the effect of coworker support on job satisfaction.]]>
<![CDATA[PENGARUH WORK FAMILY CONFLICT DAN EMOTIONAL INTELLIGENCE TERHADAP KINERJA KARYAWAN MELALUI STRES KERJA PADA PEKERJA WANITA DI SEKTOR MANUFAKTUR DI PASURUAN ]]>
<![CDATA[Aiman, Nurul]]>;
<![CDATA[Khan, Ryan Basith Fasih]]>
<![CDATA[ JURNAL DIMENSI Vol 13, No 3 (2024): JURNAL DIMENSI (NOVEMBER 2024) ]]>
Publisher : <![CDATA[Universitas Riau Kepulauan ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.33373/dms.v13i3.6391
<![CDATA[Penelitian ini bertujuan untuk menguji variabel-variabel yang mempengaruhi kinerja karyawan dan pengaruhnya terhadap pekerja wanita di sektor manufaktur di Pasuruan. Jenis penelitian yang digunakan adalah kuantitatif dengan pendekatan eksplanatory. Data primer pada penelitian ini memanfaatkan data kuesioner yang didistribusikan melalui gform. Populasi pada penelitian ini adalah pekerja wanita di sektor manufaktur di Pasuruan serta sampel sejumlah 100 responden. Dengan menggunakan teknik sampling probability sampling dan menggunakan rumus Slovin. Data dianalisis dan diuji menggunakan aplikasi SPLS 3. Berdasarkan hasil penelitian menunujukkan bahwa variabel work family conflict dan emotional intelligence berpengaruh signifikan terhadap kinerja karyawan pada pekerja wanita di sektor manufaktur di Pasuruan. Dan variabel stres kerja mampu memediasi work family conflict dan emotional intelligence terhadap kinerja karyawan pada pekerja wanita di sektor manufaktur di Pasuruan. Dapat disimpulkan apabila work family conflit menurun maka kinerja karyawan akan meningkat, jika emotional intelligence meningkat maka kinerja karyawan akan meningkat juga, dan stress kerja dapat memediasi antara work family conflict dan emotional intelligence terhadap kinerja karyawan.]]>
