Article Per Year (5 Year)
p-Index From 2021 - 2026
5.58
P-Index
This Author published in this journals
All Journal E-Bisnis : Jurnal Ilmiah Ekonomi dan Bisnis Jurnal Ketahanan Nasional JRMSI - Jurnal Riset Manajemen Sains Indonesia IJEBD (International Journal Of Entrepreneurship And Business Development) JURNAL MANAJEMEN (EDISI ELEKTRONIK) Jurnal Review Pendidikan dan Pengajaran (JRPP) Mega Aktiva: Jurnal Ekonomi dan Manajemen Economy Deposit Journal ( E-DJ) International Journal of Economics Development Research (IJEDR) Dinasti International Journal of Digital Business Management International Journal of Business, Economics, and Social Development Jurnal Arastirma International Journal of Social Service and Research Jurnal Ekonomi dan Bisnis Digital (MINISTAL) International Journal of Humanities Education and Social Sciences Jurnal Inspirasi Binsis dan Manajemen Innovative: Journal Of Social Science Research IIJSE El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam paradigma agribisnis Journal of Innovative and Creativity International Research Journal of Business Studies Journal of Ekonomics, Finance, and Management Studies paradigma agribisnis Journal Socio Humanities Review
Dedi Muhammad Siddiq
Universitas Swadaya Gunung Jati
Religion Agriculture, Biological Sciences & Forestry Humanities Civil Engineering, Building, Construction & Architecture Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Mathematics Public Health Social Sciences Other

Published : 39 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 39 Documents
Search

 1   2   3   4 
Pengaruh Budaya Organisasi, Kepuasan Kerja, dan Kompensasi Finansial Terhadap Kinerja Karyawan PT. Kereta Api Indonesia Ahmad Ainul Yaqin; Fajrin Dwi Ariani; Dedi Muhammad Siddiq
E-Bisnis : Jurnal Ilmiah Ekonomi dan Bisnis Vol 18 No 2 (2025): JURNAL ILMIAH EKONOMI DAN BISNIS
Publisher : LPPM Universitas Sains dan Teknologi Komputer

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.51903/e-bisnis.v18i2.2990

Abstract

Hubungan antara budaya organisasi, kepuasan kerja dan kompensasi finansial terhadap kinerja karyawan PT Kereta Api Indonesia (Persero) Daop 3 Cirebon adalah subjek penelitian ini. Pendekatan kuantitatif diterapkan dalam penelitian ini, dengan menggunakan analisis regresi berganda yang diolah melalui perangkat lunak SPSS versi 26. Penelitian ini melibatkan sampel sebanyak 111 orang yang terpilih secara acak dari 153 orang populasi dalam penelitian. Budaya organisasi dan kepuasan kerja memberikan pengaruh signifikan terhadap kinerja karyawan. Budaya organisasi yang kuat juga kepuasan kerja yang tinggi dapat menciptakan lingkungan kerja menjadi menyenangkan, menambah motivasi, kesetiaan, dan produktivitas karyawan. Kompensasi finansial, di sisi lain, memiliki dampak yang tidak signifikan dan bahkan mungkin berkorelasi negatif dengan kinerja karyawan. Ini menunjukkan bahwa ketidaksesuaian antara kompensasi yang diharapkan dan apa yang sebenarnya terjadi dapat mengurangi keinginan untuk bekerja. Oleh karena itu, meningkatkan kinerja karyawan hanya dapat dicapai dengan meningkatkan budaya organisasi dan memastikan bahwa karyawan tetap puas dengan pekerjaan mereka daripada hanya mengandalkan kompensasi.
Pengaruh Kompensasi Finansial, Kepuasan Kerja Dan Work-Life Balance Terhadap Loyalitas Karyawan Generasi Z Dedi Muhammad Siddiq; Hayundai Aulia; Dwi Ratnasari; Puspita Putri Febriyani
E-Bisnis : Jurnal Ilmiah Ekonomi dan Bisnis Vol 18 No 2 (2025): JURNAL ILMIAH EKONOMI DAN BISNIS
Publisher : LPPM Universitas Sains dan Teknologi Komputer

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.51903/e-bisnis.v18i2.2991

Abstract

Penelitian ini dimaksudkan untuk mengkaji pengaruh kompensasi finansial, kepuasan kerja, dan work-life balance terhadap loyalitas karyawan yang berasal dari Generasi Z. Latar belakang dari penelitian ini didasari oleh meningkatnya tingkat mobilitas kerja pada kelompok Generasi Z, yang menciptakan tatantangan sendiri bagi perusahaan dalam mempertahankan tenaga kerja muda yang memiliki potensi tinggi. Penelitian ini menerapkan pendekatan kuantitatif dengan menggunakan metode survei yang melibatkan 80 responden dari kalangan Generasi Z yang bekerja di sektor manufaktur. Pengolahan data dilakukan dengan bantuan SPSS versi 22, dengan menggunakan sejumlah tahapan pengujian yang mencakup pengujian validitas dan reliabilitas, pengujian asumsi klasik, serta analisis regresi linier berganda. Analisis yang dilakukan dalam penelitian ini mengungkapkan bahwa ketiga variabel independen, yaitu kompensasi finansial, kepuasan kerja, dan work-life balance secara signifikan berpengaruh terhadap loyalitas karyawan, baik secara parsial maupun simultan. Temuan ini menegaskan bahwa upaya untuk menciptakan keseimbangan yang optimal antara kehidupan profesional dan personal berperan sebagai aspek strategis yang berkontribusi secara signifikan terhadap peningkatan loyalitas karywan di lingkungan kerja.  Penelitian ini memberikan implikasi bahwa perusahaan perlu lebih memperhatikan aspek work life balance dalam strategi manajemen sumber daya manusia untuk mendorong retensi dan komitmen karyawan.  
Analisis Pengaruh Keadilan Interpersonal, Work-Life Balance, dan Kepuasan Kerja terhadap Loyalitas Karyawan Perempuan Gen Z dengan Komitmen Afektif sebagai Variabel Mediasi Zahra, Atikah Nur; Julfia, Nasywa Habbibatutsani; Rahmania, Saskia; Siddiq, Dedi Muhammad
Jurnal Arastirma Vol. 5 No. 2 (2025): JURNAL ARASTIRMA
Publisher : Universitas Pamulang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32493/jaras.v5i2.51706

Abstract

Tujuan. Penelitian ini bertujuan untuk menganalisis pengaruh keadilan interpersonal, work-life balance, dan Kepuasan kerja terhadap loyalitas karyawan perempuan Gen Z. Metode. Metode yang digunakan adalah metode kuantitatif dengan teknik purposive sampling kepada 50 responden yang merupakan karyawan Perempuan Gen Z (berusia 18-27 tahun). Data primer dikumpulkan melalui penyebaran kuesioner secara online dan dianalisis menggunakan software SmartPLS untuk melakukan uji validitas, reliabilitas, regresi linear berganda serta uji hipotesis. Hasil. Hasil penelitian menunjukkan bahwa keadilan interpersonal tidak memiliki pengaruh yang signifikan terhadap loyalitas karyawan Perempuan Gen Z (p-value > 0,05). Sebaliknya, work-life balance dan Kepuasan kerja memiliki pengaruh positif dan signifikan terhadap loyalitas karyawan (p-value < 0,05), dengan kontribusi terbesar diberikan oleh work-life balance. Nilai koefisien determinasi (R Square Adjusted) sebesar 0,724 yang menunjukkan bahwa variabel independent mampu menjelaskan 72,4% variasi loyalitas karyawan. Implikasi. Temuan ini memberikan implikasi bahwa organisasi perlu memperhatikan keseimbangan kehidupan kerja dan Kepuasan kerja untuk meningkatkan loyalitas karyawan Perempuan Gen Z.
The Role Of CEO Altruism in Moderating The Relationship of Workload and Work-Related Fatigue with Employee Retention in Furniture Manufacturing Small and Medium Enterprises Wahyuni, Dwi Puji; Pratami, Andita Fitri; Permanik, Edis Dian; Siddiq, Dedi Muhammad; Syahroni, Bachrudin; Setapa, Mariam
International Journal of Business, Economics, and Social Development Vol. 5 No. 3 (2024)
Publisher : Rescollacom (Research Collaborations Community)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.46336/ijbesd.v5i3.648

Abstract

Chief Executive Officer (CEO) altruism as the behavior of small and medium enterprises’ (SMEs) CEOs to improve employee welfare that it is not stated in employment agreement is believed to play a role in increasing retention in employees. This study aims to examine the extent to which the role of CEO altruism in moderating the relationship of workload and work-related fatigue with employee retention of rattan industry companies. Respondents in this study were 250 employees of rattan SMEs in Indonesia. Data were collected through surveys by distributing paper-based questionnaires to employees spread across several rattan SMEs. Using moderated regression analysis techniques by SPSS, this study found that workload and work-related fatigue have a negative impact on employee retention. Furthermore, this research also found that CEO Altruism successfully moderated the relationship of workload and employee fatigue with employee retention.
Studi Kualitatif Mengeksplorasi Keputusan Pembelian Hijab Pada Konsumen Hijab Latanza Cirebon Siddiq, Dedi Muhammad; Fatmawati, Rina Adela; Nurfajriyah, Nurfajriyah; Oktaviani, Rara Indah
Innovative: Journal Of Social Science Research Vol. 4 No. 1 (2024): Innovative: Journal Of Social Science Research
Publisher : Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/innovative.v4i1.9043

Abstract

Penelitian tentang mengeksplorasi keputusan pembelian hijab terhadap praktek manajemen yang diungkap melalui penelitian kualitatif tampaknya penting dilakukan mengingat metode kualitatif mampu mengungkap secara detail informai penting terkait eksplorasi keputusan pembelian. Penelitian in bertujuan untuk mengetahui eksplorasi keputusan pembelian hijab pada konsumen hijab latanza Cirebon. Narasumber pada penelitian ini mencakup 1 owner, 2 karyawan, dan 8 konsumen toko hijab latanza Cirebon. Penelitian ini menggunakan metode kualitatif deskriptif dan menggunakan data primer dan data sekunder. Hasil dari penelitian ini ditemukan mengenai harga jual yang berbeda-beda dari setiap model,bahan,dan juga mereknya. Walaupun tempatnya tidak strategis tetapi jika tempatnya nyaman akan menarik pelanggan.
Employee Job Security, Emotional Stability and Adaptability in Predicting Employee Retention among Gen Z Employees Amalia, Rifa; ., Sugeng; Deputri, Salsa Tri Wulandari; Siddiq, Dedi Muhammad; Syaroni, Bachrudin; Mustafa, Tismazammi
IJEBD (International Journal of Entrepreneurship and Business Development) Vol 7 No 3 (2024): May 2024
Publisher : LPPM of NAROTAMA UNIVERSITY

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29138/ijebd.v7i3.2751

Abstract

Purpose: This study aims to discuss job security, emotional stability and adaptability in predicting employee retention of Gen Z employees in Indonesia. Design/methodology/approach: This research uses a quantitative approach with primary data collection. The sample taken was 133 respondents. The data analysis technique used is multiple linear regression using SPSS. Findings: This study found that job security, emotional stability and adaptability succeed to predict employee retention among Gen Z employees in the research context. Research limitations/implications: This study only examines the effect of predictor variables on outcome variables in the context of a manufacturing company and involves only 133 respondents. Practical implications: This finding informs managers that to increase the stay rate of Gen Z employees, their perceptions of job security, emotional stability, and adaptability are important to be maintained. Hence, management needs to pay attention and implement strategies that strengthen these factors to increase the employee retention of Gen Z employees. Originality/value: This paper is an original paper because it has not been published anywhere. Paper type: Research Paper
Peran Persepsi Dukungan Organisasional Dalam Memoderasi Hubungan Antara Kompensasi dan Kepuasan Kerja dengan Organizational Citizenship Behavior Pada Karyawan PT. Grahamas Intitirta Kuningan Yusuf; Siddiq, Dedi Muhammad; Rudiantono, Yudi; Wardahana, Wifha Wikrama
Journal Socio Humanities Review Vol 4 No 1 (2024): MARET
Publisher : Lembaga Penelitian Universitas Swadaya Gunung Jati

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33603/jshr.v4i1.9575

Abstract

This study aims to examine the relationship between compensation, job satisfaction perceived organizational support and organizational citizenship behavior. This study also observed the moderating effect of perceived organizational support on the relationship between compensation and organizational citizenship behavior and between job satisfaction and organizational citizenship behavior. The type of research used is quantitative. Respondents in this study were employees of PT. Grahamas Intitirta, and data were collected using a questionnaire. By using multiple linear regression analysis and moderating regression analysis, the results show that compensation has a positive effect on organizational citizenship behavior as well as job satisfaction has a positive influence on organizational citizenship behavior. Meanwhile, the perception of organizational support has a strengthening effect between the relationship between compensation for OCB and job satisfaction with OCB
Mediating Role of Work Motivation in the Relationship of Career Development and Distributive Justice with Employee Performance among Cosmetics Sector Employees Kodija Kodija; Fakhry Ardhusyarif; Dedi Muhammad Sidiq; James Tembo
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 9 No 1 (2026): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v9i1.7725

Abstract

Employee performance is a crucial factor in achieving organizational goals. However, performance can be influenced by various organizational factors, such as career development and distributive justice. Despite numerous studies on these topics, the role of work motivation as a mediating variable remains underexplored. This raises the question: does work motivation mediate the effect of career development and distributive justice on employee performance? This study aims to examine the effect of career development and distributive justice on employee performance, with work motivation as a mediating variable. A quantitative research approach was used, employing Structural Equation Modeling (SEM) with the Partial Least Squares (PLS) method through SmartPLS 3.0 software. Data were collected from 115 employees in the cosmetics sector in Cirebon, Indonesia, using a structured questionnaire. The results show that career development and distributive justice both have a positive and significant effect on employee performance and work motivation. Additionally, work motivation significantly mediates the relationship between career development and distributive justice on employee performance. These findings suggest that organizations should pay greater attention to fairness in resource distribution and provide structured career development programs to enhance motivation, which in turn improves employee performance. This study contributes to the literature by emphasizing the role of motivation as a key mediator between organizational practices and performance outcomes.
Organizational Commitment as Moderator of Adaptability and Loyalty on In-Role Behavior among Gen Z’s Female Employees Worked in Manufacturing Asna, Hajar; Edward Aritonang, Ariston; Muhammad Siddiq, Dedi; Tembo, James
Jurnal Manajemen Vol. 17 No. 1 (2026): Jurnal Manajemen (Edisi Elektronik)
Publisher : UPT Jurnal & Publikasi Ilmiah SPs Universitas Ibn Khaldun Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

The aim of this study is to examine how adaptability and loyalty influence in-role behavior among Generation-Z female employees in the manufacturing sector, with organizational commitment as a moderating variable. Grounded in behavioral and organizational psychology concepts, this study highlights adaptability and loyalty as key employee attributes in today’s dynamic work environment. A quantitative approach was employed using a survey method, with data collected from 217 respondents. The data were analyzed using Structural Equation Modeling (SEM) via SmartPLS 4. The results indicate that both adaptability and loyalty have a positive and significant impact on in-role behavior. Furthermore, organizational commitment is found to strengthen these relationships. The implications of these findings suggest that human resource management should prioritize the development of adaptability, loyalty, and organizational commitment to enhance employee performance and responsiveness in the evolving manufacturing sector, particularly among Generation-Z females.
The Role of Perceived Organizational Support and Interpersonal Justice in Shaping Affective Commitment Among Gen-Z Employees: The Mediating Effect of Intrinsic Motivation Yongki Yuda Prawira; Diva Zahra Nirvana; Dedi Muhammad Siddiq; Tho Alang
Jurnal Manajemen Vol. 17 No. 1 (2026): Jurnal Manajemen (Edisi Elektronik)
Publisher : UPT Jurnal & Publikasi Ilmiah SPs Universitas Ibn Khaldun Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

This study aims to investigate the influence of organizational support and interpersonal justice on affective commitment among Generation Z employees in the manufacturing sector, with intrinsic motivation examined as a mediating variable. Adopting a cross-sectional quantitative approach, the study surveyed 174 Gen-Z workers employed in manufacturing firms located in Cirebon, Indonesia. Data were analyzed using Structural Equation Modeling with the Partial Least Squares (PLS-SEM) technique via SmartPLS 3.0 software. The analysis comprised evaluations of the measurement model, structural model, mediation testing, and hypothesis verification. The results demonstrate that both organizational support and interpersonal justice exert significant positive effects on affective commitment, both directly and indirectly through intrinsic motivation. These findings highlight the pivotal role of supportive and fair workplace environments in cultivating intrinsic motivation and strengthening affective commitment among Gen-Z employees. The study offers practical insights for human resource strategies aimed at enhancing employee retention and engagement in labor-intensive industries.
Co-Authors ., Sugeng Abu Bakar, Hatinah Acep Komara Adzkia, Naila Kalyca Ahmad Ainul Yaqin Ahmad, Nadzarudin Akmad, Agus Umar Alang, Tho Alfareza, Muhammad Amalia, Rifa Apredeah Monica Selvi Ariansyah, Aji Nur Arifianti, Ratna Asna, Hajar Astuti, Ramlah Ayu, Ade Azhari Dwiputra, Ahmad Azzahra, Nur Alfia Bening Nur Fujilestari Betric Nandela, Fransisca Budi Agung Prasetya Curatman, Aang Deputri, Salsa Tri Wulandari Dewi, Annah Dharliana Hardjowikarto Dion Alvino Diva Zahra Nirvana Dwi Ratnasari Edward Aritonang, Ariston Edy Hartono Edy Hartono Faatihah, Nazwah Fiena Fajri, Dzakwan Sabil Al Fajrin Dwi Ariani Fakhry Ardhusyarif Fathurrohman, Rudi Fatmawati, Rina Adela Fery Hardiansyah FITRI, DINIYAH AULIA Hayundai Aulia Hendry Tri Prakoso Imawan, Yana Noor Indah Lestari Isamayana Isamayana Isnaeni, Lina James Tembo Jennifer Collin Suprapto Julfia, Nasywa Habbibatutsani Khaerudin Imawan Kodija Kodija Lailan, Mohamad Rizki Lathifah, Mursyidah Mamat, Mazlina Maulana, Ghany Dwita Meidiani, Indah Moh Yudi Mahadianto Muhamad Muhamad Muhammad Luthfi Muhammad Naufal Luthfi Muhammad Rizal Maulana Mukarto Siswoyo Mukhibulloh, Mukhibulloh Mustafa, Tismazammi Musyrifi, Salman Al Nanda Wulandari Nia Dwi Elyani Nirmalasari Nirmalasari Nurfajriyah, Nurfajriyah Nurul Chamidah Nurunnajmi, Nunik Aina Oktaviani, Rara Indah Permanik, Edis Dian Pitri Andriyani Pratami, Andita Fitri Puput Marshanda Puspita Putri Febriyani Puspita, Sindi Rahmania, Saskia Ramli, Haslina Ramli, Nur Haslina Binti Ratna Arifianti Renaldy Dwityo Adiputra Renaldy Dwityo Adiputra Rudiantono, Yudi Ruswandi, Yunita Maudi Sadewo, Akbar Satrio, Rio Seftiani, Maezar Setapa, Mariam Sofyan, Nadzar Ihsan Subejo Sulistia Hidayat, Putri Nur Sulistiyowati, Lisa Harry Sunarru Samsi Hariadi Suyoto Suyoto Suzana, Anna Syafriani Syafriani Syahroni, Bachrudin Syaroni, Bachrudin Tembo, James Tho Alang Wahyuni, Dwi Puji Wardahana, Wifha Wikrama Yandi Putra Pratama Yodi Rudiantono Yongki Yuda Prawira Yusuf Zahra, Atikah Nur