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All Journal Jurnal Manajemen dan Kewirausahaan (JMDK) JURNAL MANAJEMEN MOTIVASI International Journal of Supply Chain Management Dinasti International Journal of Education Management and Social Science Dinasti International Journal of Digital Business Management Dinasti International Journal of Economics, Finance & Accounting (DIJEFA) Journal of Accounting and Finance Management (JAFM) Journal of Law, Poliitic and Humanities International Journal of Advanced Multidisciplinary Jurnal Ilmu Multidisplin Journal of Global Economic Research International Journal of Psychology and Health Science
Djoko Setyo Widodo
Lecturer Of Economic And Business Faculty, Gunadarma University
Agriculture, Biological Sciences & Forestry Humanities Computer Science & IT Decision Sciences, Operations Research & Management Earth & Planetary Sciences Economics, Econometrics & Finance Education Engineering Environmental Science Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Mathematics Nursing Public Health Social Sciences Transportation

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The Effect of Supply chain planning and operations on Employee Performance through Employee Job Satisfaction Setyo Widodo, Djoko; Sanusi Silitonga, P. Eddy
International Journal of Supply Chain Management Vol 8, No 6 (2019): International Journal of Supply Chain Management (IJSCM)
Publisher : International Journal of Supply Chain Management

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (226.992 KB)

Abstract

The purpose of this paper is to determine the effect of the work environment and supply chain planning and operationson, work environment and leadership on job satisfaction and its implication toward the performance of the job satisfaction,  job satisfaction on performance and work environment and leadership through job satisfaction on performance. The sample size in this study using Slovin formula with large ? used is 5%, thus the sample size is 80 people. Research used a quantitative analysis method, using path analysis, followed by determination analysis (R Square), partial hypothesis testing (t-test) and simultaneous (F test) with alpha 5 percent (0.05). The analytical tool uses SPSS version 21.0 for windows. The results of this study show that leadership and work environment have a positive and significant effect on employee performance and satisfaction as well as job satisfaction, have an influence on the performance of employees.
PENGARUH BUDAYA ORGANISASI, KEPEMIMPINAN DAN KOMPENSASI MELALUI MOTIVASI KERJA TERHADAP KINERJA PEGAWAI. Djoko Setyo Widodo
JURNAL MANAJEMEN MOTIVASI Vol 13, No 2 (2017): Jurnal Manajemen Motivasi
Publisher : Universitas Muhammadiyah Pontianak

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (308.571 KB) | DOI: 10.29406/jmm.v13i2.723

Abstract

ABSTRAKPenelitian ini bertujuan untuk menguji pengaruh kompensasi, kepemimpinan dan budaya organisasi melalui motivasi kerja terhadap kinerja pegawai. Penelitian ini menggunakan metode kuantitatif dengan menyebarkan kuesioner terhadap pegawai di lingkungan pemerintahan Depok. Penelitian ini menunjukkan hasil yang positif dan siginifikan secara parsial dari pengaruh variabel kompensasi, kepemimpinan, budaya organisasi dan motivasi pada kinerja pegawai. Disisi lain, penelitian ini juga menemukan bahwa budaya organisasi tidak berpengaruh pada motivasi kerja. Berdasarkan hasil penelitian dapat disimpulkan, bahwa semua hipotesis terdukung kecuali satu hipotesis yang menguji pengaruh budaya organisasi tidak berpengaruh pada motivasi kerja.Kata Kunci: kompensasi, kepemimpinan, budaya organisasi, motivasi kerja, kinerja pegawai ABSTRACTThis study aimed to examine the effect of compensation, leadership and organizational culture through work motivation on employee performance. This study uses a quantitative method by distributing questionnaires to employees in the Depok Government. This study shows a positive and significant results partially from the effect of variable compensation, leadership, organizational culture and motivation on employee performance. On the other hand, the study also found that organizational culture had no effect on work motivation. Based on the results of this study concluded that all hypothesis are supported but one hypotheses that examine the influence of organizational culture had no effect on work motivation.Keywords: compensation, leadership, organizational culture, work motivation, employee performance
The Effect of Compensation, Leadership and Organizational Culture Through Work Motivation on Employee Performance Djoko Setyo Widodo
Jurnal Manajemen dan Kewirausahaan Vol 5, No 2 (2017): December 2017
Publisher : University of Merdeka Malang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26905/jmdk.v5i2.1570

Abstract

This study aims to examine the effect of compensation, leadership and organizational culture through work motivation on employee performance. This study uses a quantitative method by distributing questionnaires to employees in the conventional banking environment in Bekasi. The research sample is determined by simple random sampling and the technique analysis is SEM analysis with AMOS ver. 21. This study shows positive and significant results partially from the effect of variable compensation, leadership, organizational culture and motivation on employee performance. On the other hand, the study also find that organizational culture has no effect on work motivation. Based on the results of this study conclude that all hypothesis are supported but one hypotheses that examine the influence of organizational culture has no effect on work motivation https://doi.org/10.26905/jmdk.v5i2.1570
Determination of Employee Resign Decision: Corporate Culture and Career Development Djoko Setyo Widodo
Journal of Accounting and Finance Management Vol. 2 No. 5 (2021): Journal of Accounting and Finance Management (November-December 2021)
Publisher : DINASTI RESEARCH

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/jafm.v2i5.162

Abstract

This study aims to determine the factors that influence company resignation decisions, which include company culture and career development. The object of this study is previous research that is relevant to this research. The method used in this study is descriptive qualitative, sourced from previous research that is useful for further research. The results of this study are: 1) Company culture influences employee resignation decisions; 2) Career development affects employee resignation decisions; and 3) Corporate culture affects career development.
Determination of Training, Occupational Safety and Health (K3) on Job Satisfaction Setyo Widodo, Djoko
International Journal of Advanced Multidisciplinary Vol. 1 No. 4 (2023): International Journal of Advanced Multidisciplinary (January - March 2023)
Publisher : Green Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/ijam.v1i4.171

Abstract

This researchdiscusses Determination of Career Development, Training and Occupational Safety and Health (K3) to Job Satisfaction. The purpose of this study is to find out whether career development, training and occupational safety and health (K3) affect job satisfaction. The research method used is descriptive qualitative, which aims to obtain hypotheses for further research. The results of this study include: 1) Career Development affects Job Satisfaction; 2) Training affects Job Satisfaction; and 3) Occupational Safety and Health affects Job Satisfaction.
INFLUENCE OF MANAGERIAL PERFORMANCE: WORK MOTIVATION, LEADERSHIP STYLE AND WORK EXPERIENCE (LITERATURE REVIEW STUDY) Setyo Widodo, Djoko
Dinasti International Journal of Digital Business Management Vol. 2 No. 6 (2021): Dinasti International Journal of Digital Business Management (October - Novembe
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31933/dijdbm.v2i6.1297

Abstract

Literature article Reviewing the Effect of Work Motivation, Leadership Style and Work Experience on Managerial Performance is a scientific article that aims to build a research hypothesis on the influence between variables that will be used in further research, within the scope of Human Resource Management. The method of writing this Literature Review article is the library research method, which is sourced from online media such as Google Scholar, Mendeley and other academic online media. The results of this Literature Review article are that: 1) Work Motivation has an effect on Managerial Performance; 2) Leadership Style has an effect on Managerial Performance; and 3) Work Experience has an effect on Managerial Performance. Apart from these 3 exogenous variables that affect the endogenous variable of Managerial Performance, there are still many other factors including Education, Commitment, and Communication variables.
Model Kinerja Karyawan: Kompetensi, Kompensasi dan Motivasi, (Literature Review MSDM) Setyo Widodo, Djoko; Yandi, Andri
Jurnal Ilmu Multidisiplin Vol. 1 No. 1 (2022): Jurnal Ilmu Multidisplin (April-Juni 2022)
Publisher : Green Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (677.923 KB) | DOI: 10.38035/jim.v1i1.1

Abstract

Dalam suatu perusahaan, karyawan merupakan salah satu unsur terpenting untuk mencapai tujuan perusahaan. Kinerja seorang karyawan tentu dipengaruhi oleh beberapa faktor yang perlu diketahui oleh seorang manajer. Manajer harus mengetahui kekurangan dan kelebihan masing-masing manajer agar dapat memaksimalkan potensi dan meminimalisasi kekurangan pada karyawan. Faktor yang memengaruhi kinerja seorang karyawan ialah motivasi, kompensasi, dan kompetensi. Motivasi sangat diperlukan oleh seorang individu karena pada dasarnya manusia membutuhkan dorongan atau pancingan agar dapat bekerja lebih baik. Motivasi diberikan sebagai salah satu cara meningkatkan kinerja karyawan untuk melakukan tanggung jawabnya. Kompetensi setiap karyawan yang berbeda juga menjadi salah satu faktor baik buruknya kinerja seorang karyawan. Kompetensi pada setiap karyawan harus ditingkatkan guna mencapai tujuan perusahaan. Kompensasi juga memengaruhi kinerja seorang karyawan. Kompensasi dapat berupa uang atau fasilitas lainnya. Kompensasi diberikan sebagai balas upah oleh perusahaan kepada karyawan yang telah melaksanakan tugas dan tanggung jawabnya.
Determinasi Pelatihan, Keselamatan dan Kesehatan Kerja (K3) terhadap Kepuasan Kerja Setyo Widodo, Djoko
Jurnal Ilmu Multidisiplin Vol. 1 No. 4 (2023): Jurnal Ilmu Multidisplin (Januari-Maret 2023)
Publisher : Green Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/jim.v1i4.177

Abstract

Penelitian ini membahas Determinasi Pengembangan Karier, Pelatihan dan Keselamatan dan Kesehatan Kerja (K3) terhadap Kepuasan Kerja. Tujuan dari penelitian ini yaitu untuk mengetahui apakah pengembangan karier, pelatihan dan keselamatan dan kesehatan kerja (K3) berpengaruh terhadap kepuasan kerja. Metode penelitian yang digunakan yaitu kualitatif deskriptif, yang dimana bertujuan untuk memperoleh hipotesis untuk riset selanjutnya. Hasil dari penelitian ini antara lain: 1) Pengembangan Karier berpengaruh terhadap Kepuasan Kerja; 2) Pelatihan berpengaruh terhadap Kepuasan Kerja; dan 3) Keselamatan dan Kesehatan Kerja berpengaruh terhadap Kepuasan Kerja.
AI Adoption in Higher Education Institution: An Integrated TAM and TOE Model Setyo Widodo, Djoko; Rachmawati, Dwi; Wijaya, Hadi; Maghfuriyah, Alfi; Udriya, Udriya
Dinasti International Journal of Education Management And Social Science Vol. 6 No. 2 (2025): Dinasti International Journal of Education Management And Social Science (Decem
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijemss.v6i2.3645

Abstract

Artificial Intelligence (AI) impacts various daily activities and features, including higher education. Educators and academics now see AI in education to be essential. The benefits of higher education and how universities adjust to shifting student and faculty attitudes on learning are topics of growing discussion. This study aims to explore how policymakers and educators may apply AI and modify it for the learning domain. The integrated technology acceptance model (TAM)-TOE model was implemented in a conceptual model that was released. It was tested with survey data obtained from 200 respondents who participated in an online survey, and a structural equation model (SEM-PLS) was utilized to assess the suggested hypotheses. The results show that organizational readiness, organizational compatibility, and partner support on perceived ease of use had been correlated with any significant relationship evaluated in the setting of higher education. It is anticipated that the approach will help authorities facilitate the use of AI in higher education. Furthermore, as AI is still in its infancy, more academic study is required before it can be used to the sector of education.
The Effect of Leadership Style on Turnover Intention and Job Satisfaction Setyo Widodo, Djoko
International Journal of Psychology and Health Science Vol. 1 No. 1 (2023): International Journal of Psychology and Health Science (January-March 2023)
Publisher : Greenation Publisher & Yayasan Global Research National

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/ijphs.v1i1.85

Abstract

The Literature Review article on the Influence of Leadership Style on Turnover Intention and Job Satisfaction is a scientific article that aims to build a research hypothesis on the influence of variables to be used in further research, within the scope of Human Resource Management. The method of writing this Literature Review article is the library research method, which is sourced from online media such as Google Scholar, Mendeley and other academic online media. The results of this study are: 1) Leadership Style influences Turnover Intention; 2) Leadership Style influences Job Satisfaction; and 3) Turnover Intention affects Job Satisfaction. Apart from the exogenous variables above that affect turnover intention and job satisfaction, there are other factors including salary, workload, work environment, colleagues and career development.
Co-Authors Alfi Maghfuriyah Fachry Abda El Rahman Hadi Wijaya P Eddy Sanusi Silitonga Udriya, Udriya Yandi, Andri