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All Journal EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis MBIA ASSET: Jurnal Manajemen dan Bisnis Community Development Journal: Jurnal Pengabdian Masyarakat Equity: Jurnal Ekonomi Jurnal Ekuilnomi INTERNATIONAL JOURNAL OF ECONOMICS AND MANAGEMENT REVIEW Indonesian Journal of Economics, Entrepreneurship, and Innovation PHINISI Jurnal manajemen dan bisnis (Performa)
Tri Ratna Purnamarini
Universitas Sarjanawiyata Tamansiswa
Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Energy Environmental Science Health Professions Public Health Social Sciences Other

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Pengaruh Kepuasan Kerja dan Motivasi Terhadap Kinerja Pegawai Balai Pelestarian Situs Manusia Purba Sangiran Tri Ratna Purnamarini
ASSET: Jurnal Manajemen dan Bisnis Vol 4, No 1 (2021): Juni
Publisher : Universitas Muhammadiyah Ponorogo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24269/asset.v4i1.3734

Abstract

Penelitian ini dilaksanakan dengan maksud untuk menguji pengaruh kepuasan kerja terhadap kinerja pegawai, menguji pengaruh motivasi terhadap kinerja pegawai serta menguji pengaruh kepuasan kerja dan motivasi terhadap kinerja pegawai Balai Pelestarian Situs Manusia Purba Sangiran. Jumlah sampel dalam penelitian ini sebanyak 30 responden. Data dianalisis mempergunakan analisis regresi linier berganda dengan bantuan program SPSS. Hasil penelitan menunjukkan bahwa secara sendiri variabel kepuasan kerja dinyatakan ada pengaruh positif dan signifikan terhadap kinerja pegawai. Variabel motivasi ada pengaruh positif tetapi tidak signifikan terhadap kinerja pegawai. Sedangkan secara simultan kepuasan kerja dan motivasi mempunyai  pengaruh yang positif dan signifikan terhadap kinerja pegawai Balai Pelestarian Situs Manusia Purba Sangiran. Kata kunci ; Kepuasan Kerja, Motivasi, Kinerja Pegawai 
PEMBERDAYAAN MASYARAKAT MELALUI PELATIHAN PEMBUATAN KERIPIK DAUN TEH DI DESA NGLINGGO Tri Ratna Purnamarini; Uum Helmina Chaerunisak
Community Development Journal : Jurnal Pengabdian Masyarakat Vol. 4 No. 2 (2023): Volume 4 Nomor 2 Tahun 2023
Publisher : Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/cdj.v4i2.13368

Abstract

Desa Nglinggo merupakan salah satu desa wisata di Kulon Progo yang sebagian besar penduduknya bekerja di bidang pertanian atau perkebunan teh. Hasil pertanian atau perkebunan teh di Desa Nglinggo masih sebatas berupa teh sangrai siap saji. Kegiatan pelatihan pembuatan keripik daun teh ini dipengaruhi oleh kurangnya pengetahuan masyarakat untuk berinovasi dalam mengolah daun teh. Selain itu untuk meningkatkan pendapatan masyarakat dan meningkatkan minat wisatawan berkunjung ke Desa Nglinggo dengan makanan khas keripik daun teh. Kegiatan pengabdian masyarakat ini bertujuan untuk meningkatkan pendapatan masyarakat melalui pelatihan pembuatan keripik daun teh. Kegiatan pengabdian ini dilakukan dengan metode penyuluhan, diskusi dan demonstrasi pembuatan keripik daun teh melalui video. Hasil pelatihan ini memberikan manfaat bagi masysrakat Desa Nglinggo, sehingga mampu membuat inovasi produk daun teh menjadi keripik daun teh. Harapannya dengan adanya pelatihan pembuatan keripik daun teh ini akan dapat dapat meningkatkan pendapatan masyarakat.
PENGARUH TINGKAT KECERDASAN INTELEKTUAL, EMOSIONAL DAN SPIRITUAL TERHADAP MOTIVASI KERJA DAN KINERJA KARYAWAN PT. SUMBER BUANA MOTOR DI YOGYAKARTA Tri Ratna Purnamarini
Indonesian Journal of Economics, Entrepreneurship, and Innovation Vol. 1 No. 2 (2020): September
Publisher : ILIN Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (413.606 KB) | DOI: 10.31960/ijoeei.v1i2.824

Abstract

This study aims to determine the effect of the level of intellectual, emotional and spiritual intelligence on work motivation and employee performance of PT. Sumber Buana Motor. This research was conducted with a quantitative approach, to analyze the data on the population of 52 employees and a sample totaling 46 employees with simple random sampling technique. The results showed that, the value of R ² (Y1) 0.173412 mean intelligence variables (X1), emotional (X2) and spiritual (X3) 17.3412% effect on motivation (Y1), the rest influenced other variables. Rated R ² (Y2) 0.180417 mean mean intelligence variables (X1), emotional (X2) and spiritual (X3) 18.0417% impact on employee performance (Y2), the rest influenced other variables. Intellectual level but not significant positive effect on motivation (Y1) and employee performance (Y2). The level of emotional intelligence (X2) significant positive effect on motivation (Y1) with a value of T-statistics of 2.724771, while the impact on employee performance (Y2) positive but not significant. The level of spiritual intelligence (X3) have significant positive impact on employee performance (Y2) with a value of T-statistics of 2.785819, while the motivation (Y1) positive but not significant. So, from these results it can be concluded that there is a significant effect of emotional intelligence on work motivation. And there is significant influence of spiritual intelligence on employee performance.
Pengaruh Leader Member Exchange (LMX) Terhadap Organizational Citizenship Behavior (OCB) Dengan Dimediasi Motivasi Kerja Karyawan Tri Ratna Purnamarini; Ignatius Soni Kurniawan
MBIA Vol 22 No 2 (2023): Management, Business, and Accounting (MBIA)
Publisher : Direktorat Riset dan Pengabdian kepada Masyarakat Universitas Bina Darma

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33557/mbia.v22i2.2494

Abstract

This research aims to analyze the influence of LMX on OCB with work motivation as mediation for employees of PT Adi Satria Abadi. This quantitative research has a population of 80 employees from PT Adi Satria Abadi. The sampling technique uses a saturated sample where all employees are used as samples. Data was processed using the SPSS 23 software application and the Sobel test. The research result stated that LMX had an insignificant effect on OCB, with a calculated t-value of -0.103 and a significance value of 0.918. LMX significantly impacts work motivation with an estimated t value of 4.007 and a significance value 0.000. Work motivation had an insignificant effect on OCB, with a calculated t-value of 0.329 and a significance value of 0.007. LMX on OCB is mediated by the variable work motivation, which is proven to have an effect with a one-tailed probability value of 0.0111. Keywords: Leader-Member Exchange; Work Motivation; Organizational Citizenship Behavior Abstrak Tujuan dari penelitian ini untuk menganalisis pengaruh LMX terhadap OCB dengan motivasi kerja sebagai mediasi pada karyawan PT Adi Satria Abadi. Penelitian ini adalah penelitian kuantitatif dengan populasi karyawan dari PT Adi Satria Abadi sebanyak 80 responden. Teknik pengambilan sampel menggunakan sampel jenuh dimana semua karyawan dijadikan sebagai sampel. Data diolah menggunakan aplikasi software SPSS 23 dan Sobel test. Hasil penelitian menyatakan bahwa LMX ada pengaruh tidak signifikan terhadap OCB dengan nilai t hitung -0.103 dan nilai signifikansi 0.918. LMX ada pengaruh yang signifikan terhadap motivasi kerja dengan nilai t hitung 4.007 dan nilai signifikansi 0.000. Motivasi kerja ada pengaruh tidak signifikan terhadap OCB dengan nilai t hitung sebesar 0.329 dan nilai signifikansi 0.007. LMX terhadap OCB dimediasi variabel motivasi kerja terbukti ada pengaruh dengan nilai one-tailed probability sebesar 0.0111. Kata kunci: Leader Member Exchange; Motivasi Kerja; Organizational Citizenship Behavior
The influence of democratic leader shipstyle, work environment and extrinsic motivation on affective commitmentin employees of the transportation department of the government Yogyakarta special region Maria Yosmini Mona; Prayekti Prayekti; Tri Ratna Purnamarini
EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis Vol 12 No 2 (2024): April
Publisher : UNIVED Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/ekombis.v12i2.5363

Abstract

This study aims to determine the influence of Democratic Leadership Style, Work Environment and Extrinsic Motivation on Affective Commitment in Employees of the Yogyakarta Special Region Government Transportation Office. The type of research used is quantitative research. The population in this study is all employees of the Yogyakarta Special Region Government Transportation Office totaling 53 respondents. Data collection techniques with questionnaire dissemination methods. Data analysis was performed by validity test, reliability test, classical assumption test and multiple linear regression analysis. The results of data analysis with a significant 0.05 show that democratic leadership style has a positive and significant effect on affective commitment, work environment has a positive and significant effect on affective commitment, extrinsic motivation has a positive and significant effect on affective commitment and democratic leadership style, work environment and extrinsic motivation simultaneously affect affective commitment.
Analysis of Factor Affecting Work Spirit in Employees PDAM Tirta Gemilang Magelang Agil Nova Dwi; Didik Subiyanto; Tri Ratna Purnamarini
Equity: Jurnal Ekonomi Vol 13 No 1 (2025): Equity : Jurnal Ekonomi
Publisher : Universitas Bangka Belitung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33019/equity.v13i1.444

Abstract

The purpose of this study is to see how factors such as work motivation, work environment, and work stress affect the work spirit of employees of the Regional Drinking Water Company (PDAM) Tirta Gemilang Magelang which is one of the regionally owned business units, which is engaged in the processing and distribution of clean water for the general public workers. The quantitative methodology of this research relies on questionnaires that were randomly distributed to gather primary data. Using a Likert scale from 1 (strongly disagree) to 5 (strongly agree), researchers asked participants to rate their level of agreement with a series of statements. Using the slovin formula, a sample of 53 individuals was obtained from a population of 113 individuals in this research. Tests for validity and reliability, multiple linear regression analysis, tests for classical assumptions like normality, multicollinearity, and heteroscedasticity, and tests for hypotheses like t tests, f tests, and adjusted R2 are all part of the statistical toolbox. Next, SPSS 26 software was used to process the collected data. Work environment and motivation both significantly and positively impact work spirit, according to the study's findings. However, there is substantial evidence that stress at work lowers morale. Researchers interested in learning more about work spirit might use this study's results as a starting point. Furthermore, businesses may use the study's findings to influence policies that aim to boost employee morale and productivity.
Turnover Intention Di Tetra Coffee: Apakah Budaya Organisasi, Lingkungan Kerja, Dan Work - Family Conflict Merupakan Anteseden? Ksatria Tahta Pramudya; Ignatius Soni Kurniawan; Tri Ratna Purnamarini
Jurnal Ekuilnomi Vol. 7 No. 1 (2025): Ekuilnomi Vol 7(1) Februari 2025
Publisher : Program Studi Ekonomi Pembangunan Fakultas Ekononomi Universitas Simalungun

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36985/60wrdy09

Abstract

Penelitian ini memiliki tujuan guna menganalisis pengaruh budaya organisasi, lingkungan kerja dan work-family conflict terhadap turnover intention karyawan Tetra Coffee. Penelitian ini menggunakan metode kuantitatif, dan kuesioner digunakan sebagai intrumen survey untuk mengumpulkan data dengan data primer berjumlah 74 responden. Sampel penelitian ini diambil dari karyawan Tetra Coffee dengan metode aksidental sampling, namun dengan kriteria minimal telah bekerja 3 bulan. Data dianalisis menggunakan software SPSS menggunakan teknik analisis regresi linear berganda. Hasil penelitian menunjukkan jika variabel budaya organisasi dan lingkungan kerja tidak memiliki pengaruh pada turnover intention, sedangkan work-family conflict mempengaruhi positif dan signifikan pada turnover intention. Implikasi hasil mengarah pada pentingnya pengelolaan konflik kerja-keluarga ketika perusahaan ingin mereduksi turnover
THE EFFECT OF BRAND EXPERIENCE AND TRUST ON CUSTOMER LOYALTY THROUGH BRAND ATTACHMENT Nurul Myristica Indraswari; Tri Ratna Purnamarini; Auliya Rosiana
Jurnal Manajemen dan Bisnis Performa Vol. 23 No.1 (2026)
Publisher : UPT Publikasi Ilmiah UNISBA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/performa.v23i1.8186

Abstract

This research aims to examine a person’s loyalty to a smartphone brand in terms of the internal stimulus of brand trust and the external stimulus of brand experience. In addition, another goal is to examine the interaction of brand attachment, which plays a mediating role in the relationship between brand experience and brand loyalty, as well as in the relationship between brand trust and brand loyalty. The methodology employed involves collecting primary data through purposive sampling from 195 respondents who have used a specific smartphone brand. The results indicate that brand experience and brand trust significantly influence brand attachment, which in turn contributes to brand loyalty. It also shows that brand attachment mediates both the relationship between brand experience and brand loyalty and the relationship between brand trust and brand loyalty. This research reveals that there has not been a clear enough understanding of the key role of both internal and external stimuli in a comprehensive model to create brand loyalty through brand attachment, based on the Stimuli-Organism-Response (SOR) theory. This research provides important implications for brand managers and the smartphone industry stakeholders in developing an effective marketing strategy to increase brand loyalty and support the achievement of smartphone brand competitive advantages.
The mediating role of spiritual leadership in the effect of organizational culture on organizational citizenship behavior Hadi Purnomo; Christina Heti Tri Rahmawati; Tri Ratna Purnamarini; Ignatius Soni Kurniawan; M. Edhie Hartono
PHINISI Vol.3, No.2 (2026): May 2026
Publisher : Indonesia Research and Study Center

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.64282/phi.v3i2.129

Abstract

Employee voluntary behavior or Organizational Citizenship Behavior (OCB) is highly needed by companies because it can encourage organizational progress and development in the future. Therefore, companies need to pay attention to various factors influencing OCB, one of which is organizational culture. A strong organizational culture is believed to shape positive employee behavior, including the willingness to contribute beyond formal job responsibilities. In addition, spiritual leadership is also considered an important factor in enhancing OCB, although its role as a mediating variable remains debated in previous studies. This study aims to examine the factors that encourage employees to demonstrate voluntary behavior or OCB. The study employed a quantitative approach using primary data obtained through questionnaires distributed to all employees of PT Catur Kencana Manajemen, involving 52 respondents through a census technique. Based on the testing results using SmartPLS, it was found that organizational culture and spiritual leadership have a positive effect on employees’ OCB.  
Digital Transformation as a Driver of Innovative Behavior: the Mediating Roles of HR Analytics and Psychological Well-being at the Library and Archives Office of Bantul Regency Regina Devianti; Didik Subiyanto; Tri Ratna Purnamarini
INTERNATIONAL JOURNAL OF ECONOMICS AND MANAGEMENT REVIEW Vol 3 No 3 (2025): Current issue 9
Publisher : SMARTINDO

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58765/ijemr.v3i3.275

Abstract

Purpose - This study aims to examine the influence of digital transformation as a driver of innovative behavior, with HR analytics and psychological well-being serving as mediating variables within the Bantul Regency Library and Archives Office. The study involved all 48 employees aged 20–50 years through direct questionnaire distribution. Data analysis was conducted using AMOS version 22 with Structural Equation Modeling (SEM), including outer model testing (validity and reliability), inner model testing (goodness-of-fit indices), and hypothesis testing. The findings indicate that digital transformation significantly influences both HR analytics and psychological well-being but does not directly affect innovative behavior. HR analytics shows no significant relationship with innovative behavior and does not mediate the effect of digital transformation. Psychological well-being, however, has a significant and positive impact on innovative behavior and serves as a partial mediator in the relationship between digital transformation and innovation. These results suggest that while technological advancement is important, its effectiveness in promoting innovation is enhanced when employee psychological well-being is also supported. This highlights the need for public institutions to integrate digital transformation strategies with initiatives that foster employee well-being, thereby cultivating a work environment that encourages innovation. Design/methodology/approach - This research uses a quantitative approach with a survey method. The population consists of all employees at the Library and Archives Office in Bantul Regency, and the study employed a saturated sampling technique, where the entire population was used as the research sample. Data were collected using Likert-scale questionnaires and analyzed using Structural Equation Modeling (SEM) with AMOS software. Validity and reliability tests were conducted to ensure the quality of the instrument, and the mediation effects were examined through bootstrapping procedures. Originality -  This study provides novel insights into how digital transformation, often discussed in private sector contexts, operates in a local public government institution. It extends the literature by testing the dual mediating roles of HR analytics and psychological well-being, offering a more holistic view of innovation enablement in bureaucratic settings. Findings and Discussion - The study examined seven hypotheses to understand how digital transformation influences innovative behavior through HR analytics and psychological well-being. The results revealed that digital transformation significantly improves HR analytics and psychological well-being, but does not directly affect innovative behavior. HR analytics was not found to have a significant effect on innovative behavior, nor did it mediate the relationship between digital transformation and innovation. In contrast, psychological well-being showed a strong positive influence on innovative behavior and partially mediated the impact of digital transformation, highlighting its critical role. These findings suggest that while digital tools are essential for operational enhancement, it is the psychological state of employees that ultimately drives innovation within public institutions. Conclusion - This study concludes that digital transformation in public institutions does not directly promote innovative behavior but exerts its influence through the psychological well-being of employees. While HR analytics reflects a technological advancement in human resource management, it does not significantly contribute to fostering innovation in the observed context. In contrast, psychological well-being emerges as a key mediating factor, enabling civil servants to engage more confidently in innovative actions. These findings underscore the importance of integrating employee-centered strategies particularly those enhancing mental and emotional resilience into digital transformation initiatives. For public sector innovation to thrive, digital tools must be complemented by supportive work environments that nurture psychological health and motivation.
Co-Authors Agil Nova Dwi Auliya Rosiana Christina Heti Tri Rahmawati Didik Subiyanto Hadi Purnomo Ignatius Soni Kurniawan Ksatria Tahta Pramudya M. Edhie Hartono Maria Yosmini Mona Nurul Myristica Indraswari Prayekti Prayekti Regina Devianti Uum Helmina Chaerunisak