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<![CDATA[Pengaruh Leader-Member Exchanges, Kepuasan Kerja, Persepsi Dukungan Organisasi Terhadap Kinerja Karyawan Dengan Peran Komitmen Organisasi Sebagai Variabel Pemediasi ]]>
<![CDATA[Achmad Yusuf Prasetyo]]>;
<![CDATA[Jati Waskito]]>
<![CDATA[ JURNAL LENTERA BISNIS Vol 12, No 2 (2023): JURNAL LENTERA BISNIS, MEI 2023 ]]>
Publisher : <![CDATA[POLITEKNIK LP3I JAKARTA ]]>
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DOI: 10.34127/jrlab.v12i2.773
<![CDATA[This study aims to analyze the influence of leader member exchanges, perceptions of organizational support and job satisfaction on employee performance with organizational commitment as a mediator. Research using quantitative research methods. The population used was 71 respondents with subjects being BPJS Health employees in the city of Surakarta. Sampling in this study using non-probability sampling with saturated sampling technique. Data collection was carried out by distributing questionnaires to all BPJS Kesehatan employees in Surakarta. Using SmartPLS as a data analysis tool. Testing the data used includes the outer model and inner model. The findings from this study found that Leader member exchanges had no effect on organizational commitment. Leader member exchanges have a significant effect on employee performance. Perceived organizational support has a significant positive effect on organizational commitment. Perceived organizational support has no significant effect on organizational performance. Job satisfaction has a significant positive effect on organizational commitment. Job satisfaction has no significant effect on employee performance. Organizational commitment has a significant positive effect on employee performance. The role of organizational commitment as a mediator is not able to have a significant effect on the effect of leader member exchanges on employee performance. The role of organizational commitment as a mediator is able to provide a positive and significant effect on the influence of perceived organizational support on employee performance. The role of organizational commitment as a mediator is able to provide a positive and significant effect on the effect of job satisfaction on employee performanceKeywords: Leader Member Exchanges, Perceived Organizational Support, Job Satisfaction, and Employee Performance]]>
<![CDATA[Pengaruh Locus Of Control Dan Lingkungan Kerja Terhadap Kinerja Karyawan Dengan Self Efficacy Sebagai Variabel Pemediasi ]]>
<![CDATA[Adhitya Kuncoro Mukti]]>;
<![CDATA[Jati Waskito]]>
<![CDATA[ JURNAL LENTERA BISNIS Vol 12, No 2 (2023): JURNAL LENTERA BISNIS, MEI 2023 ]]>
Publisher : <![CDATA[POLITEKNIK LP3I JAKARTA ]]>
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DOI: 10.34127/jrlab.v12i2.759
<![CDATA[Penelitian ini bertujuan untuk menganalisis pengaruh dari locus of control dan lingkungan kerja terhadap kinerja karyawan dengan self efficacy sebagai variabel pemediasi. Dalam penelitian ini menggunkan metode penelitian kuantitatif. Populasi yang digunakan adalah karyawan pada BPJS Ketenagakerjaan di kota Surakarta dengan sampel sebanyak 55 responden. Pengambilan sampel pada penelitian ini menggunakan non-probability sampling dengan Teknik purposive sampling. Pengumpulan data dalam penelitian ini dilakukan dengan menggunakan angket kuesioner yang disebarkan kepada seluruh karyawan BPJS Ketenagakerjaan kota Surakarta. Analisis data yang digunakan adalah menggunakan Smart PLS. Pengujian data yang digunakan dalam penelitian ini meliputi outer model dan inner model. Hasil analisis dari penelitian ini menyimpulkan bahwa Locus of control berpengaruh positif dan signifikan terhadap self efficacy, Lingkungan kerja berpengaruh positif dan signifikan terhadap self efficacy, Locus of control berpengaruh positif dan signifikan terhadap kinerja karyawan, Lingkungan kerja berpengaruh positif dan signifikan terhadap kinerja karyawan, Self efficacy berpengaruh positif dan signifikan terhadap kinerja karyawan, Self efficacy berpengaruh positif dan signifikan dalam memediasi pada pengaruh locus of control terhadap kinerja karyawan, Self efficacy berpengaruh positif dan signifikan dalam memediasi pada pengaruh lingkungan kerja terhadap kinerja karyawan.Kata kunci: Locus Of Control, Lingkungan Kerja, Self Efficacy, Kinerja.]]>
<![CDATA[Analisis Pengaruh Karakteristik Individu, Budaya Organisasi Dan Lingkungan Kerja Terhadap Kinerja Karyawan Jasa Konstruksi Di Surakarta ]]>
<![CDATA[Intan Diah Maharamah]]>;
<![CDATA[Soepatini Soepatini]]>;
<![CDATA[Jati Waskito]]>
<![CDATA[ Innovative: Journal Of Social Science Research Vol. 3 No. 3 (2023): Innovative: Journal Of Social Science Research ]]>
Publisher : <![CDATA[Universitas Pahlawan Tuanku Tambusai ]]>
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DOI: 10.31004/innovative.v3i3.3357
<![CDATA[ Sikap dan perilaku masing–masing karyawan selain dipengaruhi oleh karakteristik individu yang mereka miliki juga dipengaruhi oleh budaya organisasi dan lingkungan kerja. Tujuan dari penelitian ini untuk mengenalisis Pengaruh Karakterikstik Individu, Budaya Organisasi Dan Lingkungan Kerja, Terhadap Kinerja Karyawan Jasa Konstruksi Di Surakarta. Metode penelitian yang digunakan yaitu pendekatan explanatory yang bertujuan untuk mengetahui pendapat dari sebagian populasi terhadap objek yang akan diteliti. Teknik pengumpulan data yang digunakan dalam penelitian ini adalah kuesioner. Teknik analisis data dilakukan melalui Uji Validitas, Uji Reliabilitas, Uji Asumsi Klasik, Analisis Regresi Linier Berganda. Hasil dari penelitian ini menunjukkan bahwa karakteristik individu berpengaruh positif terhadap kinerja karyawan. Budaya organisasi berpengaruh positif terhadap kinerja karyawan. Lingkungan kerja tidak berpengaruh terhadap kinerja karyawan.]]>
<![CDATA[PENGARUH GREEN HUMAN RESOURCES MANAGEMENT DAN EMPLOYEE ECO FRIENDLY BEHAVIOR TERHADAP KEBERLANJUTAN ORGANISASI YANG DIMEDIASI OLEH KINERJA LINGKUNGAN PADA PERUSAHAAN PDAM SURAKARTA ]]>
<![CDATA[Ravisa Viningka Selsa Gitaya]]>;
<![CDATA[Jati Waskito]]>
<![CDATA[ Jurnal Bina Bangsa Ekonomika Vol. 17 No. 1 (2024): Jurnal Bina Bangsa Ekonomika (JBBE) ]]>
Publisher : <![CDATA[LP2M Universitas Bina Bangsa ]]>
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DOI: 10.46306/jbbe.v17i1.515
<![CDATA[The purpose of this study is to analyze the effect of Green Human Resources Management and Employee Eco Friendly Behavior on Organizational Sustainability mediated by Environmental Performance in PDAM Surakarta company. This research method is quantitative. This study used primary data. The method of data collection through surveys using questionnaires that will be given to respondents. The population in this study is employees of the Surakarta Regional Drinking Water Company. The sampling technique in this study is Propotional random sampling. The population of this study was employees who worked in the drinking water company of Surakarta City. The sample size of this study was 75 respondents. The data analysis technique in this study uses Partial Least Square (PLS) using the help of SMARTPLS Software. Based on the results and discussion, it was found that Green human resources management has a positive and significant effect on environmental performance. Employee eco friendly behavior has a positive effect and there is significance on environmental performance. Green human resource management has a positive but not significant effect on organizational sustainability. Employee eco-friendly behavior has a positive but not significant effect on organizational sustainability. The results of mediation show that environmental performance cannot mediate between Green human resource management variables to organizational sustainability. The results of mediation show that environmental performance cannot mediate between the variables of employee eco friendly behavior to organizational sustainability]]>
<![CDATA[Pengaruh e-recruitment, reputasi perusahaan, dan persepsi pencari pekerjaan terhadap minat melamar kerja (studi kasus pada generasi z solo raya) ]]>
<![CDATA[Ilham Nur Cahyo]]>;
<![CDATA[Jati Waskito]]>
<![CDATA[ INFOTECH : Jurnal Informatika & Teknologi Vol 4 No 2 (2023): INFOTECH: Jurnal Informatika & Teknologi ]]>
Publisher : <![CDATA[LPPMPK - Sekolah Tinggi Teknologi Muhammadiyah Cileungsi ]]>
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DOI: 10.37373/infotech.v4i2.558
<![CDATA[Penelitian ini bertujuan untuk menganalisis pengaruh e-recruitment, reputasi perusahaan, dan persepsi pencari pekerjaan terhadap minat melamar pekerjaan Generasi Z di wilayah Solo Raya. Pada penelitian ini e-recruitment, reputasi perusahaan, dan persepsi pencari pekerjaan adalah sebagai variabel independen. Minat melamar pekerjaan sebagai variabel dependen. Jenis penelitian ini merupakan penelitian kuantitatif, dengan populasi masyarakat yang lahir di tahun 1997–2004 yang berkisar di usia 25–18 tahun atau Generasi Z di wilayah Solo Raya. Sampel yang diambil sejumlah 126 responden generasi Z di wilayah Solo Raya. Alat pengumpulan data pada penelitian ini menggunakan kuesioner. Teknik analisis data pada penelitian ini menggunakan SPSS versi 26. Hasil dari penelitian ini yaitu variable e-recruitment, reputasi perusahaan, dan persepsi pencari pekerjaan berpengaruh positif dan signifikan terhadap variabel minat melamar pekerjaan]]>
<![CDATA[Manajemen Pengetahuan dalam Institusi Perguruan Tinggi (Studi Kasus pada 2 PTS di Surakarta) ]]>
<![CDATA[Syihabuddin, Muhammad]]>;
<![CDATA[Setyawan, Anton Agus]]>;
<![CDATA[Waskito, Jati]]>
<![CDATA[ Jurnal Ekonomi, Manajemen, Akuntansi, Bisnis Digital, Ekonomi Kreatif, Entrepreneur (JEBDEKER) Vol 4 No 2 (2024): Juni 2024 ]]>
Publisher : <![CDATA[Sekolah Tinggi Ilmu Ekonomi Surakarta ]]>
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DOI: 10.56456/jebdeker.v4i2.315
<![CDATA[Pengetahuan merupakan sumber daya esensial untuk keberhasilan produksi dan organisasi dalam ekonomi berbasis pengetahuan. Pengetahuan tidak hanya berupa informasi, tetapi juga mencakup perspektif, konsep, penilaian, dan metodologi yang membentuk nilai dari informasi tersebut. Manajemen Pengetahuan telah menjadi fungsi penting dalam organisasi modern, termasuk perguruan tinggi. Perguruan tinggi berperan dalam penciptaan, diseminasi, dan pembelajaran pengetahuan, yang membuat penerapan Manajemen Pengetahuan di sektor ini sangat krusial. Penelitian ini memiliki tujuan untuk memberikan pemahaman lebih mendalam tentang perbedaan pendekatan siklus hidup manajemen pengetahuan pada 2 perguruan tinggi. Secara teoritis, hasil penelitian ini diharapkan mampu memperkaya literatur tentang Manajemen Pengetahuan di sektor pendidikan tinggi. Secara praktis, penelitian ini bertujuan untuk memberikan kontribusi positif terhadap pengembangan institusi melalui praktik Manajemen Pengetahuan yang efektif.]]>
<![CDATA[PERAN KELELAHAN EMOSIONAL SEBAGAI PEMEDIASI PADA PENGARUH TUNTUTAN PEKERJAAN, DUKUNGAN SUPERVISOR, DAN REKAN KERJA TERHADAP WORK-FAMILY CONFLICT (STUDI DI PT TMNC MANUFACTURING INTERNATIONAL) ]]>
<![CDATA[Dewangga Aji Wardana]]>;
<![CDATA[Jati Waskito]]>
<![CDATA[ Jurnal Manajemen Dirgantara Vol 17 No 1 (2024): Jurnal Manajemen Dirgantara, Juli 2024 ]]>
Publisher : <![CDATA[Sekolah Tinggi Teknologi Kedirgantaraan ]]>
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DOI: 10.56521/manajemen-dirgantara.v17i1.1175
<![CDATA[The purpose of this study was to analyze the role of emotional exhaustion as a mediator in the influence of job demands, superior support, and coworkers on work-family conflict (study at PT TMNC Manufacturing International). This research method is quantitative. The population in this study were employees of PT TMNC Manufacturing International with a total of 6421 employees. The sampling technique in this study was purposive sampling and non-probability sampling. Data were collected through a survey using a questionnaire. The number of samples in this study was 125 samples. The data used in this study were primary data. The data analysis technique used path analysis with the help of statistical software with SEM-PLS. The results of this study are job demands have a positive and significant effect on emotional exhaustion. Superior support has a negative effect on work-family conflict. Coworker support has a negative effect on emotional exhaustion. Job demands have a negative effect on work-family conflict. Superior support has a negative effect on work-family conflict. Coworker support has a negative effect on work-family conflict. Emotional exhaustion has a positive effect on work-family conflict. Emotional exhaustion fully mediates from job demands to work-family conflict. The results of the coefficient test between superior support and work-family conflict indicate that specific values do not have a direct effect through emotional exhaustion. The results of the coefficient test between superior support and work-family conflict indicate that specific values do not have a direct effect through emotional exhaustion.]]>
<![CDATA[PENGARUH PROTEAN CAREER TERHADAP CAREER OPTIMISM DENGAN CAREER DECISION SELF EFFICACY DAN CAREER ADAPTABILITY SEBAGAI PEMEDIASI PADA GENERASI MILENIAL DI SURAKARTA ]]>
<![CDATA[Fitri Amalia]]>;
<![CDATA[Jati Waskito]]>
<![CDATA[ JURNAL LENTERA BISNIS Vol. 13 No. 1 (2024): JURNAL LENTERA BISNIS, Januari 2024 ]]>
Publisher : <![CDATA[POLITEKNIK LP3I JAKARTA ]]>
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DOI: 10.34127/jrlab.v13i1.1038
<![CDATA[This study aims to analyze the effect of the influence of Protean Career on Career Optimism with Career Decision Self Efficacy and Career Adaptability as mediators in the millennial generation in Surakarta. In this study, the population used is the Surakarta millennial generation, aged between 27 and 42 years. Due to the unknown population, the calculation required to determine the minimum sample size is Malhottra's calculation. The sampling technique uses purposive sampling method which is included in the non probability sampling technique. The data used in this research is primary data. Primary data was used in the preparation of this study, this data was obtained through respondents' answers from a closed questionnaire. The data collection method used in this research is a questionnaire. The data analysis technique used in this research is descriptive analysis and Structural Equation Model (SEM) analysis with Smart Partial Least Square (PLS). The results showed that protean career has a positive and significant effect on career decision self-efficacy. Protean career has a positive and significant effect on career optimism. Protean career has a positive and significant effect on career adaptability. Career decision self-efficacy has a positive and significant effect on career optimism. Career adaptability has a positive and significant effect on career optimism. Protean career has a positive and significant effect on career optimism through career decision self-efficacy. Protean career has a positive and significant effect on career optimism through career adaptability. Keywords: Protean Career, Career Optimism, Career Decision Self Efficacy, Career Adaptability]]>
<![CDATA[PERAN INCREMENTAL VALIDITY SEBAGAI PEMEDIASI PADA PENGARUH PROTEAN CAREER TERHADAP CAREER OUTCOME (Studi Kasus Mahasiswa Fakultas Ekonomi dan Bisnis Universitas Muhammadiyah Surakarta) ]]>
<![CDATA[Maulida Purwani Chusna]]>;
<![CDATA[Jati Waskito]]>
<![CDATA[ JURNAL LENTERA BISNIS Vol. 13 No. 2 (2024): JURNAL LENTERA BISNIS, Mei 2024 ]]>
Publisher : <![CDATA[POLITEKNIK LP3I JAKARTA ]]>
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DOI: 10.34127/jrlab.v13i2.1105
<![CDATA[Individual orientations can differ due to personal tendencies in navigating careers and attitudes. Through this research, it was determined to set objectives to measure the influence of the role of incremental validity as a mediator on the influence of protean career on career outcomes. In the research, it was found through partial least square analysis measurements with a quantitative approach that a number of 100 students from the economics and business faculty at Muhammadiyah University of Surakarta were found as a sample of respondents who were then analyzed to obtain the results, namely Protean career had a positive and significant influence on incremental validity, Protean career had a positive influence and significant on career outcomes and Incremental validity as a mediator has a positive effect on protean career on career outcomes. Key words: Protean Career, Incremental Validity, Career Outcome, Student]]>
<![CDATA[Green Innovation & Green Competitive Advantage in the impact of Green Marketing Orientation on Purchase Intention on the Use of Fabric Shopping Bags in UMS Management Students ]]>
<![CDATA[Eka Vina Damayanti]]>;
<![CDATA[Jati Waskito]]>
<![CDATA[ Proceedings Series on Social Sciences & Humanities Vol. 15 (2024): Proceedings of International Conference on Management, Accounting, Economics, and Bu ]]>
Publisher : <![CDATA[UM Purwokerto Press ]]>
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DOI: 10.30595/pssh.v15i.927
<![CDATA[This study investigates how Green Innovation and Green Competitive Advantage contribute to the impact of Green Marketing Orientation on Purchase Intention on the Use of Fabric Shopping Bags in UMS Management Students. With the phenomenon that we've raised is that it's all about shopping using a totebag. The methods used in this research are quantitative research methods as well as sample selection using purposive sampling approaches. The research was conducted at the 2020 Military Management Students of Muhammadiyah University of Surakarta. The study used a sample of 150 students who had been confirmed and eligible for testing because they had passed the data checking phase. Where data is measured numerically and uses Structural Equation Modeling with Partial Least Square. SmartPLS 3.0 was utilized in this program. The findings of this study indicate that Green Competitive Advantage significantly affects Purchase Intention, Green Innovation significantly does not affect Purchase Intention, Green Marketing Orientation significantly affects Green Competitive Advantage, Green Marketing Orientation significantly affects Green Innovation, Green Marketing Orientation does not affect Purchase Intention, Green Competitive Advantage significantly provides a mediating effect on Green Marketing Orientation and Purchase Intention, Green Innovation significantly does not provide a mediating effect on Green Marketing Orientation and Purchase Intention.]]>
