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Pengaruh Kepuasan Kerja Dan Stres Kerja Terhadap Turnover Intention Karyawan Pada PT. Loa Haur Energi (LHE) Di Sungai Payang Kecamatan Loa Kulu Winda Dewi Astuti; Johansyah Johansyah; Ali Akbar
JEMI is managed and published by the Management Study Program, Faculty of Economics and Business, Kutai Kartanegara University. Institutional legality is reflected in the ISSN number: 1411-9560 published by LIPI in 2003 as a manifestation of the comm Vol 19 No 2 (2019)
Publisher : FAKULTAS EKONOMI DAN BISNIS UNIKARTA

Abstract:The purpose of this study was to determine and examine the effect of job satisfaction and stress on employee turnover intention at PT. Loa Haur Energi (LHE) in Payang River, Loa Kulu DistrictThe fact that happened at PT. Loa Haur Energi (LHE) in Sungai Payang is still a high level of employee turnover intention which is influenced by work satisfaction and stress factors. starting from January 2013 to December 2017, PT. Loa Haur Energi (LHE) that came out reached more than the standard 15% which is about 33 people from all employees. The average level of employee turnover in the last 4 (four) years at PT. Loa Haur Energi (LHE) has exceeded the tolerated standard.The sample in this study were employees of PT. Loa Haur Energy (LHE) in the Payang River as many as 65 people. The sampling technique was by using probality sampling. the analytical tool used is the multiple regression equation with the hypothesis test used by the F and t tests.From the ANOVA test or F test, the F count obtained is 27.653, while the F table value obtained a value of 2.75 this means that (Fcount 27.653> Ftable 2.75) so that it can be said that job satisfaction and job stress variables are jointly able showed a significant effect on employee turnover intention at PT. Loa Haur Energy (LHE) in Payang River, Loa Kulu District. This is reinforced by the results of the number R is 0.687. This is that the correlation between the variable job satisfaction and job stress on employee turnover intention is a strong relationship. The adjusted R square figure is 0.454 which means that 45.4% of employee turnover intention can be explained or influenced by the variables of job satisfaction and job stress while the remaining 54.6% of employee turnover intention at PT. Loa Haur Energi (LHE) in Sungai Payang, Loa Kulu District by other causes such as compensation, work atmosphere, commitment and leadership. So the first hypothesis is accepted.Based on the correlation table shows that the variable job satisfaction has the most dominant influence on employee turnover intention at PT. Loa Haur Energy (LHE) in Payang River, Loa Kulu District, which is 0.627 or 62.7%, followed by work stress variable of 0.437 or 43.7%. So it can be concluded that at PT. Loa Haur Energi (LHE) in Payang River, Loa Kulu Subdistrict, job satisfaction variable has a dominant effect on employee turnover intention. So the second hypothesis is acceptedKeywords: job satisfaction, job stress, turnover intention

Pengaruh Beban Kerja Dan Lingkungan Kerja Non Fisik Terhadap Burnout Karyawan Pada PT. Wom Finance Di Tenggarong Erna Putra Sari; Johansyah Johansyah
JEMI is managed and published by the Management Study Program, Faculty of Economics and Business, Kutai Kartanegara University. Institutional legality is reflected in the ISSN number: 1411-9560 published by LIPI in 2003 as a manifestation of the comm Vol 20 No 2 (2020)
Publisher : FAKULTAS EKONOMI DAN BISNIS UNIKARTA

Abstract The purpose of this study was to determine whether the variable workload and non-physical work environment had a significant effect on employee burnout at PT. WOM. Finance in Tenggarong and to find out, of the two variables, which variable has the greatest influence on employee burnout at PT. WOM. Finance in Tenggarong. The results of the calculation of the F test, workload variables (X1) and non-physical work environment (X2) simultaneously affect employee burnout, so the first hypothesis accepted and proven to be true. From the two results of the partial correlation test, it can be seen that the value of the workload variable is the largest compared to the non-physical work environment variable, so the workload variable is The most dominant variable affects employee burnout. From this description, it can be concluded that the second hypothesis in this study is "That, the workload variable has the most dominant influence on employee burnout at PT. WOM. Finance in Tenggarong." accepted and proven to be true. The partial test results show that the workload and non-physical work environment variables have a positive and significant effect on employee burnout Keywords: Workload, Non-physical Work Environment, Work Saturation

Pengaruh Iklim Organisasi Dan Pengembangan Karir Terhadap Semangat Kerja Karyawan Pada PT. Mahakam Energi Berkah Johansyah Johansyah; Muhammad Habibi
JEMI is managed and published by the Management Study Program, Faculty of Economics and Business, Kutai Kartanegara University. Institutional legality is reflected in the ISSN number: 1411-9560 published by LIPI in 2003 as a manifestation of the comm Vol 21 No 2 (2021)
Publisher : FAKULTAS EKONOMI DAN BISNIS UNIKARTA

Abstract: The purpose of this study was to determine the effect of organizational climate variables and career development on employee work spirit simultaneously and partially. In addition, to determine the most dominant variable affecting employee work spirit at PT. Mahakam Energy Blessing in Tenggarong Seberang. The responden in this study were all production employees at PT. The Mahakam of Blessing Energy numbered 93 people. The analytical tool used is qualitative analysis with multiple regression models. Based on the simultaneous test table, it can be concluded that the variable organizational climate and career development simultaneously affect employee morale. Organizational climate and career development variables have a partial effect on employee morale. From the two partial correlation test results, it can be seen that the value of the organizational climate variable is the largest compared to the career development variable, so that the organizational climate variable is the most dominant variable affecting work morale. Keywords: Organizational Climate, Career Development, Work Spirit

Analisis Studi Kelayakan Bisnis Dilihat Dari Aspek Finansial Pada PT. Belayan International Coal Di Muara Badak Pada Masa Pandemi Covid-19 Lenny Nopianingsih; yonathan palinggi; Johansyah Johansyah
JEMI is managed and published by the Management Study Program, Faculty of Economics and Business, Kutai Kartanegara University. Institutional legality is reflected in the ISSN number: 1411-9560 published by LIPI in 2003 as a manifestation of the comm Vol 22 No 1 (2022)
Publisher : FAKULTAS EKONOMI DAN BISNIS UNIKARTA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53640/jemi.v22i1.989

Abstract : The purpose of this study was to determine and examine the business prospects of PT. Belayan Internasional Coal in Muara Badak is seen from the aspect of financial analysis. The data used are financial statements for 2015 - 2019. The analytical tools used are Net Present Value (NPV), Internal Rate of Return (IRR), Net Benefit Cost Ratio (BCR) and Payback Period. Net Present Value (NPV) results from PT. International Coal Belayan in Muara Badak Rp. 5,513,858,194. So that each year a different cash value is obtained. In the fifth year, the final value of the Net Present Value (NPV) is positive > 0 and this value is still greater than the investment value that has been invested by PT. International Coal Belayan in Muara Badak Rp. 5,500,000,000. he resulting Internal Rate of Return (IRR) value is 21.48%. Because this value is greater than the bank interest rate of 5%. The IRR is greater than the applicable discount factor (rate), which is 5 percent. The value of Benefit-Cost Ratio (BCR) is 1.033. The BCR value means that the value of the benefits obtained in the business of PT. International Coal Belayan in Muara Badak is 1,033 times the value of the costs incurred at an interest rate of 5%. From the results of the analysis, the investment that has been invested in the business of PT. International Coal Belayan in Muara Badak Rp. 5,500,000,000 and it is estimated that the company can return in 5 years, in fact it can be returned in only 2 years 5 months. The payback period is only 50% of the 5 years estimated by PT. International Coal Belayan in Muara Badak.

Analisis Total Quality Service Terhadap Kepuasan Mahasiswa Universitas Kutai Kartanegara Tenggarong Johansyah Johansyah
JEMI is managed and published by the Management Study Program, Faculty of Economics and Business, Kutai Kartanegara University. Institutional legality is reflected in the ISSN number: 1411-9560 published by LIPI in 2003 as a manifestation of the comm Vol 2008 No 3 (2008)
Publisher : FAKULTAS EKONOMI DAN BISNIS UNIKARTA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53640/jemi.v2008i3.1063

This research do analysis of the relationship among Tangibles Service Quality(X1), Reliability (X2),Responsiveness (X3) Assurance (X4), Empaty (X5) with satisfaction (Y) students in University of KutaiKartanegara. The research object is treated to the University of Kutai Kartanegara with all ofstudents from the whole faculties in University of Kutai kartanegara as respondents. According toanalysis result which is done, It’s gotten the regression equation Y=4,334 - 0,097X1 - 0,022X1X2 - 0,195X3 - 0,132X4 + 0,258X5

Pengaruh Pemberian Insentif Dan Upah Terhadap Hasil Kerja Karyawan Pada PT. Rimba Raya Lestari Di Kecamatan Loa Kulu Eka Norjanah; Achmad Jais; Johansyah Johansyah
JEMI is managed and published by the Management Study Program, Faculty of Economics and Business, Kutai Kartanegara University. Institutional legality is reflected in the ISSN number: 1411-9560 published by LIPI in 2003 as a manifestation of the comm Vol 19 No 1 (2019)
Publisher : FAKULTAS EKONOMI DAN BISNIS UNIKARTA

Abstract :PT. Rimba Raya Lestari is one of the companies engaged in the industry and trade plywood (plywood) is located in the street Yos Sudarso. 18 Village Jembayan District Loa Kulu. The existing system of incentives at PT. Rimba Raya Lestari is to apply the system of achievement of predetermined targets with the amount of wages or salaries that are adjusted to the number of productivity successful employees do in the day. The number of population in this study amounted to 70 permanent employees of the production and the number of samples used amounted to 70 employees. Analyzer tool in this research is multiple regression analysis that is Test of t and Test F with help of Program SPSS For Window version 20.1 The results of F test calculations can be said incentive variables (X1) and wages (X2) simultaneously (simultaneously) able to show the effect on the work of employees. Then the first hypothesis states that "Incentive Incentives And Wages Influence significantly on Employee Results At PT. Rimba Raya Lestari In Kecamatan Loa Kulu "is accepted and proven to be true. From both result of partial correlation test seen value of incentive variable the biggest influence compared wage variable, so that incentive variable is the most dominant variable influence to employee work result. From that description, hence can be concluded that second hypothesis in this research "That Variable Giving Incentives have a dominant influence on Employee Results At PT. Rimba Raya Lestari In Kecamatan Loa Kulu "is accepted and proven to be true.Keywords: Insentif, Wages, Work Results

Pemetaan Loyalitas Karyawan Pada Bank Syariah Indonesia (BSI) Tenggarong Iskandar Iskandar; Johansyah Johansyah; Eti Indrianti
JEMI is managed and published by the Management Study Program, Faculty of Economics and Business, Kutai Kartanegara University. Institutional legality is reflected in the ISSN number: 1411-9560 published by LIPI in 2003 as a manifestation of the comm Vol 23 No 1 (2023)
Publisher : FAKULTAS EKONOMI DAN BISNIS UNIKARTA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53640/jemi.v23i1.1339

The purpose of this study was to find out and examine how high the level of compliance, responsibility, dedication, integrity, dedication and internal service quality at work in Bank Syariah Indonesia (BSI) Tenggarong employee loyalty and examine the mapping of Bank Syariah Indonesia (BSI) Tenggarong Employee Loyalty. The population in this study was taken from the number of employees at Bank Syariah Indonesia (BSI) Tenggarong, which totaled 33 people. With a population of employees below 100, the number of samples that the researcher will use is the same as the population, namely 33 people. In conducting research the method used by researchers is a census, in which the sample is taken as a whole without exception. The results of the study show that Bank Syariah Indonesia (BSI) Tenggarong employee loyalty as measured by the six indicators yields the fact that the responsibility indicator has the highest value, followed sequentially by compliance indicators, integrity indicators, internal service quality indicators, dedication indicators and service indicators. lowest. The results of the mapping show that the responsibility indicator is the highest value in the employee loyalty study at Bank Syariah Indonesia (BSI) Tenggarong. this proves that employees have the desire to complete the tasks assigned correctly. Meanwhile, the result of the dedication indicator is the lowest value in the research on employee loyalty at Bank Syariah Indonesia (BSI) Tenggarong. this proves that the low level of employees giving thoughts to Bank Syariah Indonesia (BSI) Tenggarong.

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