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PELATIHAN PERMINTAAN DAN PENAWARAN UNTUK SISWA/I PANTI ASUHAN ASIH LESTARI Yusi Yusianto; Yuniarwati Yuniarwati; Tony Sudirgo
Jurnal Bakti Masyarakat Indonesia Vol 3, No 1 (2020): Jurnal Bakti Masyarakat Indonesia
Publisher : Lembaga Penelitian dan Pengabdian kepada Masyarakat, Universitas Tarumanagara

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (1006.814 KB) | DOI: 10.24912/jbmi.v3i1.8051

Abstract

This community engagement activity aims to provide demand and supply training in economics for students of the Asih Lestari Orphanage, West Jakarta. The provision of this training is to fulfill the demand of the manager of the Asih Lestari Orphanage in an effort to prepare their students for the national exams, especially in Economics. The participants consisted of 10 students, consisting of class IX students, class XI Akt Department (IPS) and Science Department, and class XII-Akt. However, given the time constraints, the training material will focus on the topic of demand and supply. In addition to being given an understanding of the concept of demand and supply also given examples of its application. After that, there are exercises and quizzes to see and assess students' understanding of the material presented. As a result, there was an increase in the scores of all participants between before and after the training, although overall, the results of the training were not satisfactory. Based on all material provided, the material on elasticity is considered the most difficult to understand because it has only been taught. The average value before training is 31.00, while the average value after training is 56.50. After the matter of elasticity is removed, the average value before training is 47.69, while the average value after training is 86.92. If the classification is made according to the class of students, the average grade of XI Science is the highest, which is 92.31. Understanding which is still relatively low on the material, cannot be entirely derived from students. School also determine whether the material provided is in accordance with the curriculum or not. In addition, students do not have supporting references for learning. For this reason, the institution can improve its library facilities so students can learn better.ABSTRAK:Kegiatan pengabdian pada masyarakat ini bertujuan untuk memberi pelatihan permintaan dan penawaran dalam ilmu ekonomi bagi siswa/i Panti Asuhan Asih Lestari, Jakarta Barat. Pemberian pelatihan ini untuk memenuhi permintaan pengelola Panti Asuhan Asih Lestari dalam upaya menyiapkan siswa-siswanya menghadapi ujian nasional, khususnya dalam mata pelajaran Ekonomi. Peserta terdiri dari 10 siswa/i, yang terdiri dari siswa kelas IX, kelas XI Jurusan Akt (IPS) dan Jurusan Science, dan kelas XII-Akt. Namun, mengingat keterbatasan waktu, materi pelatihan akan memfokuskan pada topik permintaan dan penawaran. Selain diberi pemahaman mengenai konsep permintaan dan penawaran juga diberikan contoh penerapannya. Setelah itu, diberikan latihan dan kuis untuk melihat dan menilai pemahaman siswa atas materi yang disampaikan. Hasilnya, terjadi peningkatan nilai semua peserta antara sebelum pelatihan dan setelah pelatihan, meskipun secara keseluruhan, hasil pelatihan kurang memuaskan. Berdasarkan semua materi yang diberikan, materi mengenai elastisitas dianggap paling sulit dipahami karena baru diajarkan. Nilai rata-rata sebelum latihan adalah 31,00, sedangkan nilai rata-rata setelah pelatihan adalah 56,50. Setelah soal materi elastisitas disingkirkan, maka nilai rata-rata sebelum latihan adalah 47,69, sedangkan nilai rata-rata setelah latihan adalah 86,92. Apabila dibuat klasifikasi menurut kelas siswa, maka nilai rata-rata kelas XI Science adalah yang tertinggi, yakni 92,31. Pemahaman yang masih relatif rendah terhadap materi, tidak dapat sepenuhnya berasal dari siswa/i. Tempat sekolah juga menentukan apakah materi yang diberikan sesuai dengan kurikulum atau tidak. Selain itu, siswa/i tidak memiliki referensi yang menunjang untuk belajar. Untuk itu, pihak panti dapat memperbaiki sarana perpustakaannya agar siswa/i dapat belajar lebih baik
Pengaruh Kompensasi dan Lingkungan Kerja terhadap Kepuasan Kerja PT. Auto Prima Jaya Fillipo Fillipo; Yusi Yusianto; Sanny Ekawati
Jurnal Manajerial Dan Kewirausahaan Vol 4, No 1 (2022): Jurnal Manajerial dan Kewirausahaan
Publisher : Fakultas Ekonomi dan Bisnis, Universitas Tarumanagara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24912/jmk.v4i1.17172

Abstract

Penelitian ini bertujuan untuk mengetahui pengaruh kompensasi dan lingkungan kerja terhadap kepuasan kerja karyawan PT. Auto Prima Jaya. Jumlah sampel yang digunakan dalam penelitian sebanyak 69 responden. Desain penelitian yang digunakan adalah kausal dengan menggunakan metode kuantitatif dan kuesioner dalam bentuk google form. Penelitian ini menggunakan smartPLS dalam mengolah data. Hasil penelitian dapat disimpulkan bahwa kompensasi dan lingkungan kerja memiliki pengaruh yang positif dan signifikan terhadap kepuasan kerja karyawan di PT. Auto Prima Jaya. The aim of this research was to determine the effect of compensation and work environment on employee job satisfaction at PT. Auto Prima Jaya. The number of samples used in the study was 69 respondents. The research design used was causal using quantitative methods and questionnaires in google form. The collected data was analyzed using smartPLS. The results of the study concluded that compensation and work environment have a positive effect and significant on employee job satisfaction at PT. Auto Prima Jaya.
Pengaruh Organizational Support dan Organizational Culture terhadap Affective Commitment dan Turnover Intention Muladi Ajisasmito; Yusi Yusianto
Jurnal Manajerial Dan Kewirausahaan Vol. 4 No. 4 (2022): Jurnal Manajerial dan Kewirausahaan
Publisher : Fakultas Ekonomi dan Bisnis, Universitas Tarumanagara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24912/jmk.v4i4.20567

Abstract

Untuk menanggulangi dampak dari Covid-19, pemerintah mengeluarkan kebijakan-kebijakan seperti penguncian wilayah. Akibatnya, perusahaan di Indonesia terkena dampak dari kebijakan tersebut sehingga harus mengurangi aktivitasnya. Hal tersebut menyebabkan karyawan dikeluarkan dari perusahaan secara besar-besaran, pengurangan jam kerja karyawan, dan pemotongan gaji karyawan. Isu-isu tersebut menyebabkan karyawan untuk berniat keluar dari perusahaan. Penelitian ini dilakukan untuk mengetahui pengaruh perceived organizational support dan organizational learning culture terhadap turnover intention serta apakah affective commitment dapat memediasi hubungan antara variabel tersebut. Responden dalam penelitian ini adalah 90 karyawan tetap DKI Jakarta yang berpendidikan minimal D3. Metode dalam penelitian ini adalah metode kuantitatif dengan teknik pengambilan sampel yaitu non-probability. Alat analisis data yang digunakan adalah SmartPLS 3. Pengumpulan data dilakukan dengan menyebarkan kuisioner melalui platform Google form. Hasil penelitian ini menunjukkan bahwa perceived organizational support memiliki pengaruh yang negatif dan signifikan terhadap turnover intention. Sedangkan, organizational learning culture tidak memiliki pengaruh yang signifikan terhadap turnover intention. Affective commitment ditemukan tidak dapat menjadi mediasi pengaruh dari variabel independen. To reduce the impacts of Covid-19, the government issued policies such as regional lockdowns. As a result, companies in Indonesia are affected by this policy and have to reduce their activities. The Companies layoff employees on a large scale, reduce working hours, and cut employee salaries. Due to these reasons, the employee wants to leave or quit the company. This study was conducted to determine the effect of perceived organizational support and organizational learning culture on the turnover intention in Jakarta and whether affective commitment can mediate the relationship between these variables. Respondents in this study were 90 permanent employees of DKI Jakarta with a minimum education of D3. The method in this study is a quantitative method with a non-probability sampling technique. The data analysis tool used is SmartPLS 3. Data collection is done by distributing questionnaires through the google form platform. The results of this study indicate that perceived organizational support has a negative and significant effect on turnover intention. Meanwhile, organizational learning culture does not have a significant effect on turnover intention. The Affective commitment was found to be unable to mediate the influence of the independent variable.
Pengaruh Kompensasi, Pelatihan dan Lingkungan Kerja terhadap Motivasi Kerja Regina Ravee; Yusi Yusianto
Jurnal Manajerial Dan Kewirausahaan Vol. 5 No. 2 (2023): Jurnal Manajerial dan Kewirausahaan
Publisher : Fakultas Ekonomi dan Bisnis, Universitas Tarumanagara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24912/jmk.v5i2.23409

Abstract

Motivasi kerja karyawan sangat penting bagi suatu perusahaan karena kinerja karyawan yang termotivasi sangat berbeda dengan karyawan yang tidak termotivasi. Karyawan yang termotivasi akan terus mengembangkan dirinya untuk meningkatkan kompetensinya sehingga mampu menyelesaikan tugasnya dengan baik. Sebaliknya, karyawan yang tidak termotivasi akan menghasilkan kinerja yang tidak baik. Pada gilirannya, kinerja karyawan akan berdampak pada kinerja perusahaan. Hal tersebut menunjukkan bahwa peran sumber daya manusia sangat penting bagi kemajuan perusahaan. Oleh karenanya, perusahaan berupaya untuk mendorong motivasi kinerja karyawannya. Motivasi kerja karyawan dapat berasal dari internal karyawan maupun eksternal karyawan. Tentu, karyawan diharapkan memiliki motivasi kerja secara internal sebagai fundamentalnya. Selanjutnya, perusahaan akan menambahkan motivasi kerja karyawan secara eksternal. Pada gilirannya, kenaikkan motivasi kerja karyawan baik secara internal maupun eksternal akan meningkatkan kinerja karyawan menjadi optimal. Dari faktor-faktor yang mempengaruhi motivasi kerja karyawan, penelitian ini ditujukan untuk mengetahui pengaruh kompensasi, pelatihan dan lingkungan kerja terhadap motivasi kerja karyawan. Penelitian ini dilakukan di PT. Nirwana Kharisma, Jakarta Pusat. Jumlah sampel penelitian ini adalah 42 orang. Penelitian ini menggunakan alat analisis SmartPLS. Hasil penelitian menunjukkan bahwa variabel kompensasi, pelatihan dan lingkungan kerja berpengaruh positif secara signifikan terhadap motivasi kerja karyawan. Dari ketiga variabel independen yang digunakan, variabel lingkungan kerja yang paling besar pengaruhnya pada motivasi kerja karyawan. Employee work motivation is essential for an enterprise because the performance of motivated employees is very different from that of unmotivated employees. Motivated employees will continue to develop themselves to improve their competence so that they can complete their tasks well. Conversely, motivated employees will result in a good performance. In turn, employee performance will impact the company's performance. It shows that the role of human resources is crucial for the company's progress. Therefore, the company strives to encourage the motivation of the performance of its employees. Employee work motivation can come from internal employees as well as external employees. Of course, employees are expected to have work motivation internally as a fundamental. Next, the company will add the employee's work motivation externally. In turn, increasing employee work motivation both internally and externally will improve employee performance to optimal. Of the factors that affect employee work motivation, this study aims to determine the effect of compensation, training, and work environment on employee work motivation. This research was conducted at PT. Nirwana Kharisma, Central Jakarta. The total sample of this study was 42 people. This study used the SmartPLS analysis tool. The results showed that the variables of compensation, training, and work environment significantly positively affected employee work motivation. The work environment variable has the most significant influence on the employee work motivation of the three independent variables.
Pengaruh Kepemimpinan, Kompensasi dan Lingkungan Kerja terhadap Kepuasan Kerja Justine Brenda Halim; Yusi Yusianto
Jurnal Manajerial Dan Kewirausahaan Vol. 5 No. 3 (2023): Jurnal Manajerial dan Kewirausahaan
Publisher : Fakultas Ekonomi dan Bisnis, Universitas Tarumanagara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24912/jmk.v5i3.25405

Abstract

Kepuasan kerja karyawan memiliki hubungan erat dengan motivasi dan kinerja karyawan. Kepuasan kerja merupakan sikap umum karyawan terhadap pekerjaannya, yang berasal dari tiga aspek, antara lain, faktor-faktor yang berhubungan dengan pekerjaannya; karakter pribadi karyawan yang bersangkutan; dan hubungan sosial di luar pekerjaannya. Kenaikkan kepuasan kerja karyawan diharapkan dapat meningkatkan motivasi kerja karyawan dan, pada gilirannya, kinerja karyawan. Kenaikkan kinerja karyawan dapat meningkatkan kinerja perusahaan. Oleh karenanya, perusahaan perlu memperhatikan kepuasan kerja karyawannya dalam upaya untuk mengembangkan perusahaannya. Dari berbagai faktor yang mempengaruhi kepuasan kerja karyawan, penelitian ini menyoroti pengaruh variabel kepemimpinan, kompensasi dan lingkungan kerja terhadap kepuasan kerja karyawan. Secara konseptual, ketiga variabel tersebut diharapkan berpengaruh positif terhadap kepuasan kerja karyawan. Penelitian dilakukan di PT Polymindo Permata, Tangerang. Dari populasi 300 karyawan, penelitian ini mengambil 60 karyawan sebagai sampelnya. Penelitian menggunakan analisis SEM-PLS. Penelitian ini menggunakan metode non-probability sampling dengan teknik pengumpulan purposive sampling. Kriteria responden adalah karyawan tetap yang memiliki pengalaman kerja minimal 1 tahun dan Pendidikan tertinggi minimal SMA/SMK. Hasil penelitian menunjukkan bahwa kepemimpinan berpengaruh positif dan signifikan terhadap kepuasan kerja. Lingkungan kerja juga menunjukkan pengaruh positif dan signifikan terhadap kepuasan kerja. Sementara, meskipun kompensasi menunjukkan hubungan positif terhadap kepuasan kerja, namun tidak signifikan. Hasil pengujian menunjukkan bahwa variabel lingkungan kerja merupakan variabel yang paling berpengaruh terhadap kepuasan kerja. Employee job satisfaction has a close relationship with employee motivation and performance. Job satisfaction is the general attitude of employees towards their work, which comes from three aspects, among others, factors related to their work, the personal character of the employee in question, and social relationships outside of his work. Employee job satisfaction is expected to increase employee work motivation and, in turn, employee performance. Improving employee performance can improve company performance. Therefore, companies need to pay attention to the job satisfaction of their employees to develop their company. Of the various factors that affect employee job satisfaction, this study highlights the influence of leadership, compensation, and work environment variables on employee job satisfaction. Conceptually, these three variables are expected to affect employee job satisfaction positively. The research was conducted at PT Polymindo Permata, Tangerang. From a population of 300 employees, the study took 60 employees as a sample. The study used SEM-PLS analysis. This study used a non-probability sampling method with a purposive sampling collection technique. The criteria for respondents are permanent employees who have at least one year of work experience and the highest education of at least SMA / SMK. The results showed that leadership positively and significantly affects job satisfaction. The work environment also shows a positive and significant influence on job satisfaction. Meanwhile, although compensation positively relates to job satisfaction, it is insignificant. The test results show that the work environment variable is the variable that most affects job satisfaction.
Does Innovation Mediate Family Support for Business Performance? Ida Puspitowati; Yusi Yusianto
Global Management: International Journal of Management Science and Entrepreneurship Vol. 2 No. 1 (2025): International Journal of Management Science and Entrepreneurship
Publisher : International Forum of Researchers and Lecturers

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70062/globalmanagement.v2i1.120

Abstract

Business performance remains a concern in business, as well as for SMEs. This study aims to investigate whether product innovation can be a mediator of the influence of family support on SME performance, because innovation is one of the important things for an entrepreneur. This study used a quantitative approach with a cross-section method, with purposive sampling of food and beverage SMEs in Jakarta. Data collection through Google Form obtained 50 questionnaires that were completely filled out and met the requirements. The analysis in this study with Partial Least Square-Structural Equation Modeling (PLS-SEM), and SmartPLS v.4.0 was used in data processing. After the variables were declared valid and reliable, testing was carried out on the four hypotheses proposed. From the test results, the path coefficient results of the family support variable have a positive but insignificant effect on the performance of food and beverage SMEs in Jakarta. Product innovation has a positive and significant effect, and product innovation is able to mediate the influence of family support on SME performance. The results of this study are expected to be input for policy makers for SMEs to be able to improve performance through product innovation, so that through product innovation, SMEs are able to compete and experience improvements in performance.