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All Journal Dinamika Governance : Jurnal Ilmu Administrasi Negara Enrichment : Journal of Management International Journal on Social Science, Economics and Art MAPAN: Jurnal Manajemen Akuntansi Palapa Nusantara
Faruk Faruk
Sekolah Tinggi Ilmu Ekonomi Yapan
Religion Humanities Economics, Econometrics & Finance Education Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Social Sciences

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Pengaruh Kompetensi dan Motivasi Terhadap Kinerja Melalui Profesionalisme Karyawan PT. Angkasa Pura I Surabaya Faruk, Faruk
Dinamika Governance : Jurnal Ilmu Administrasi Negara Vol 11, No 1 (2021): Dinamika Governance: Jurnal Ilmu Administrasi Negara
Publisher : Universitas Pembangunan Nasional "Veteran" Jawa Timur

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33005/jdg.v11i1.2523

Abstract

ABSTRACT The purpose of this research is to know influence competence and work motivation to employee performance through the professionalism of PT. Angkasa Pura I Surabaya. The population in this research were 40 employees of PT. Angkasa Pura I Surabaya by taking census illustrations, to illustrations in this research as many as 40 respondents. Information procedures in research use documentation and survey procedures. Analysis of the information used in research uses path analysis, based on the results of research calculations that can be done if competence affects professionalism, motivation affects professionalism, competence affects employee performance, motivation affects employee performance, professionalism affects employee performance. Indirect influence of proven professionalism as a variable involved in the influence between competence and motivation on employee performance at PT. Angkasa Pura I Surabaya Keywords: competence, motivation, professionalism and performance   ABSTRAK Tujuan yang mau dicapai dalam riset ini untuk mengenali serta menarangkan pengaruh kompetensi serta motivasi kerja terhadap kinerja karyawan melalui profesionalisme PT. Angkasa Pura I Surabaya. Populasi dalam riset ini sebanyak 40 orang karyawan PT. Angkasa Pura I Surabaya dengan metode pengambilan ilustrasi mengenakan sensus, hingga ilustrasi pada riset ini sebanyak 40 responden. Tata cara pengumpulan informasi pada riset ini memakai tata cara dokumentasi serta survey. Analisis informasi yang digunakan dalam riset ini memakai analisis jalan(Path Analysis).Bersumber pada hasil perhitungan riset bisa disimpulkan kalau Kompetensi mempengaruhi terhadap Profesionalisme, Motivasi mempengaruhi terhadap Profesionalisme, Kompetensi mempengaruhi terhadap kinerja karyawan, Motivasi mempengaruhi terhadap kinerja karyawan, Profesionalisme mempengaruhi terhadap kinerja karyawan. Pengaruh secara tidak langsung Profesionalisme teruji selaku variabel intervening dalam pengaruh antara kompetensi serta motivasi terhadap kinerja karyawan di PT. Angkasa Pura I Surabaya Kata kunci: kompetensi, motivasi, profesionalisme dan kinerja  DOI: https://doi.org/10.33005/jdg.v11i1.2523
Job Insecurity: The demotivated employment contract during the Pandemic Miftahul Jannah; Faruk Faruk
Enrichment : Journal of Management Vol. 12 No. 2 (2022): Management Science and Field
Publisher : Institute of Computer Science (IOCS)

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (1109.35 KB) | DOI: 10.35335/enrichment.v12i2.363

Abstract

The job insecurity is the employees’ phobia during the Covid pandemic. The company adaptively regulates the employment status to anticipate the collapse through decreasing the number of employee. In this case, it automatically effects on the employees’ demotivation. This research quantitatively describe the effects of job insecurity on the employees’ motivation during the Pandemic. The data periodically collected from the employment contract using the quote-purposive sampling technique in services sector labor. The results, the mean value of employees’ motivation on the first and second six moth was decrease, its t and p values were t=25,591 and p= 0,000 (p<0,05). It means that the employment contract significantly demotivated during the year. The mean value of job insecurity was not significantly differentiate with the t value 3,700 and p= 0,062 (p>0,05). It statistically indicates that since the first six months until the second six months, the employees’ job insecurity was not different. It also can explanatively describes that the completed effect of job insecurity continuously demotivated on the employees’ motivation.
PENGARUH KEPUASAN KARYAWAN TERHADAP TURNOVER INTENTION MELALUI KOMITMEN KERJA KARYAWAN PT. SETIA ABADI TRANS SURABAYA Faruk Faruk
MAPAN: Jurnal Manajemen Akuntansi Palapa Nusantara Vol 7, No 2 (2022): JMAPAN
Publisher : Sekolah Tinggi Ilmu Ekonomi Yapan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.51774/mapan.v7i2.191

Abstract

Penelitian ini adalah untuk mengetahui pengaruh Kepuasan Kerja terhadap Komitmen Kerja serta Dampaknya pada Turnover Intention di PT. Setia Abadi Trans Surabaya. Penelitian ini menggunakan data primer yang diperoleh dengan menyebarkan kuesioner kepada 50 responden dengan menggunakan teknik Sampel Jenuh. Teknik analisis yang dipergunakan adalah Partial Least Square (PLS) untuk mengetahui kausalitas antar variabel yang dianalisis. Berdasarkan hasil pengolahan data, dapat disimpulkan bahwa faktor Kepuasan Kerja berpengaruh positif terhadap Komitmen Kerja, dapat diterima atau signifikan (positif), dan faktor Kepuasan Kerja berpengaruh negatif terhadap Turnover Intention, dapat diterima atau signifikan (negatif), dan Faktor Komitmen Kerja berpengaruh negatif terhadap Turnover Intention, dapat diterima atau signifikan (negatif). Artinya, model konseptual yang dikembangkan dan dilandasi oleh teori sepenuhnya didukung oleh fakta.
Create diversity and equality in the workplace through inclusive and fair HR management practices Faruk Faruk
International Journal on Social Science, Economics and Art Vol. 14 No. 1 (2024): May: Social Science, Economics
Publisher : Institute of Computer Science (IOCS)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35335/ijosea.v14i1.466

Abstract

This research aims to describe the implementation of inclusive and fair human resource management (HR) practices in realizing diversity and equality in the workplace. The research method used was a descriptive approach with sampling using total population techniques or saturated samples of 105 BUMD employees in the port services sector in East Java. Data was collected using the Diversity Management Climate Scale (DMCS) and the Workplace Inclusion Scale (WIS), and analyzed using descriptive statistical analysis techniques. The research results show the company's commitment to increasing inclusion and fairness in the workplace, but there are still challenges in achieving optimal levels of employee satisfaction. The steps that have been taken are positive steps, but require in-depth evaluation of existing policies and procedures, as well as active employee participation in the improvement process. Through a holistic and sustainable approach, port services BUMD companies in East Java can create a more inclusive and equitable work environment, which will have a positive impact on the company's overall performance and productivity.
Co-Authors Jannah, Miftahul