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All Journal Jurnal Media Wahana Ekonomika Management and Economics Journal (MEC-J) KHOZANA: Jurnal Ekonomi dan Perbankan Islam MIZAN Jurnal Ecoment Global: Kajian Bisnis dan Manajemen Journal of Global Business and Management Review Dialog Jurnal Nasional Manajemen Pemasaran dan SDM

Fakhry Zamzam

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Author-ID : 427595

Religion Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Law, Crime, Criminology & Criminal Justice Social Sciences

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SINERGISME PENGARUH PENGEMBANGAN KARIER DAN IKLIM ORGANISASI MELALUI MODERASI MOTIVASI KERJA TERHADAP IMPLEMENTASI GOOD GOVERNANCE SEKRETARIAT DPRD DALAM WILAYAH SUMATERA SELATAN Zamzam, Fakhry
Jurnal Ecoment Global Vol. 1 No. 1 (2016): Edisi Februari 2016
Publisher : Universitas Indo Global Mandiri Palembang

Penelitian ini ditujukan untuk melihat faktor-faktor yang memengaruhi implikasi prinsip-prinsip good governance Sekretariat Dewan Perwakilan Rakyat Daerah dalam wilayah Sumatera Selatan.Â Â Â Â Â Â Â Â Â Penelitian ini menggunakan metode survey konfirmatif bersifat deskriptif verifikatif.Â Analisis data menggunakan statistika deskriptif dan statistika inferensial Populasi dan sampel penelitian menggunakan sampel jenuh. Metode analisis menggunakan Structural Equation Modeling (SEM). Pengujian hipotesis dilakukan dengan menggunakan program AMOS version 20.Hasil penelitian menunjukkan bahwa ;Â Iklim organisasi tidak memengaruhi motivasi kerja dengan signifikansi (P) 0,725 > 0,05 dan nilai CR sebesarÂ -0,352 < 1,96, pengembangan karir memengaruhi motivasi kerja denganÂ signifikansi (P) *** < 0,05 dan nilai CR sebesar 3.666 > 1,96, iklim organisasi dan pengembangan karir secara bersama-sama memengaruhi motivasi kerja, dengan output squared multiple correlations 19,9%, Iklim organisasi memengaruhi good governance dengan signifikansi (P) 0,043 < 0,05 dan CR 2.023 > 1,98,Â pengembangan karir memengaruhi good governance dengan tingkat signifikansi (P) 0,001 < 0,05 dan nilai CR 3,266Â > 1,96, motivasi kerja memengaruhi good governance dengan signifikansi 0,022 < 0,05 dan CR nilai 2,286 > 1,96, iklim organisasi, pengembangan karir dan motivasi kerja secara bersama-sama memengaruhi good governance, sesuai output squared multiple correlations determinasi 43,5 %Rekomendasi penelitian perlu melakukan penelitian untuk mengetahui pengaruh variasi variabel diluar penelitian yang memengaruhi good governance Sekretariat DPRD, Semoga !Kata kunci ; Good Governance, Pengembangan karier, iklim oraginsasi dan motivasi kerja

IMPLIKASI PENGARUH KINERJA DAN KEPUASAN KERJA SERTA KOMITMEN KEORGANISASIAN TERHADAP IKLIM ORGANISASI SEKRETARIAT DPRD DI SUMATERA SELATAN Zamzam, Fakhry
Jurnal Ecoment Global Vol. 1 No. 2 (2016): Edisi Desember 2016
Publisher : Universitas Indo Global Mandiri Palembang

Tujuan Penelitian untuk mengkaji pengaruh kinerja, kepuasan kerja dan komitmen keorganisasian terhadap iklim organisasi pada Sekretariat DPRD di Sumatera Selatan. Persoalan iklim organisasi pada Sekretariat DPRD menarik dikaji lebih mendalam, karena berkaitan dengan hubungan antara legislasi dan eksekutif.Â Â Â Penelitian kuantitatif metode survey konfirmatif bersifat deskriptif dan verifikatif. Lokus pada Sekretariat DPRD Provinsi Sumatera Selatan, Kota Palembang, Kabupaten Ogan Komering Ilir, Kabupaten Ogan IlirÂ dan Kabupaten Banyuasin; analisis data menggunakan instrumen SEM-ListrealÂ dilengkapi dengan SPSS; Penelitian ini dilaksanakan dalam jangka waktu 4 bulan yaitu Maret 2016 sampai dengan September 2016; populasi dan sampel jenuh sebanyak 225 responden pengumpulan data menggunakan kuesioner.Kinerja berpengaruh positif dan signifikan terhadap kepuasan kerja dengan T hitung 6,75 > 1,96 dengan koefisien 0,87, kinerja memengaruhi iklim organisasi dengan T hitung 4,87 > 1,96 dan koefisien 0,74, kinerja memengaruhi positif dan signifikan komitmen organisasi dengan T hitung 9,99 < 1,96 dan kofisien 0,53, kepuasan kerja tidak berpengaruh terhadap iklim organisasi dengan T hitung 0,88 < 1,96 dan koefisein 0,12, kepuasan kerja secara positif dan sifnifikan terhadap komitmen organisasi dengan T hitung 2,96Â > 1,96 dan koefisien 0,32, komitmen organisasi tidak berpenaruh terhadap iklim organisasi dengan T hitung 0,67 > 1,96 dan koefisein 0,07 dan kinerja, komitmen organisasi dan kepuasan kerjaÂ memengaruhi iklim organisasi sebesar 57%.Â berdasarkan hasil persamaan structuralÂ IO = 0.07*KO + 0.12*KK + 0.74*KJ+0,43E.Dari hasil penelitian dapat disusun kerangka strategi dalam manajemen Sekretariat DPRD di Sumatera selatan bahwa â€œUntuk meningkatkan iklim organisasi pada Sekretariat DPRD Di Sumatera Selatan yang kondusif dengan memberikan penghargaan Dukungan SekretariatÂ DPRD oleh DPRD, melalui peningkatan kinerja pegawai Sekretariat DPRD yang mampu bekerja dengan prinsip saling mendukung dan melengkapi dalam pelaksanaan tugas.Â Kata kunci: Iklim Organisasi, Kinerja, Komitmen Keorganisasian, dan Kepuasan Kerja

MENINGKATKAN MOTIVASI BERAFILIASI PEGAWAI SEKRETARIAT DEWAN PERWAKILAN RAKYAT DAERAH KABUPATEN SE SUMATERA SELATAN Zamzam, Fakhry; Satria, Chandra; Kore, Jefirtson R Riwu
Jurnal Ecoment Global Vol. 3 No. 2 (2018): Edisi Agustus 2018
Publisher : Universitas Indo Global Mandiri Palembang

Penelitian dimaksudkan untuk mengetahui hasil analisis bagaimana pengaruh iklim kerja, karier terhadap motivasi berafiliasi pegawai Sekretariat DPRD (setwan)Kabupaten se Sumatera Selatan.Peneliti tertarik melakukan kajian karena kedudukan strategis lembaga sekwan yang berada di bawah Kepala Daerah namun operasionalisasinyaoleh Pimpinan DPRD, sehingga berimplikasi langsung terhadap pengembangan karier pegawai.Populasi sebanyak 204 pegawai di lingkungan setwanKabupatense Sumatera Selatan,132menjadi sampel secara acak, menggunakan model Krejcie Dan Morgan. Pengumpulan data dengan teknik kuesioner, sebelum kuesioner disebar telah diuji validisi dan realibiliti, kemudian data diolah menggunakan tools SEM-Amos.Sebelum analisis data dilakukan uji asumsi klasik berupauji normalitas dan ujiÂ linearitas. Melalui confirmatory faktor analysis second order dan analisis kesesuaian modelÂ mendapatkanfit overall model.Hasil analisis bahwa iklim kerja berpengaruh positif signifikan terhadap motivasi berafiliasidengan probiliti 0.049<0.05danÂ CR 2.807>1.96; karierÂ berpengaruh positif dan signifikan terhadap motivasi berafiliasiÂ dengan signifikansi 0.037<0.05 dan CR 2.085>196; dan iklim organisasi dan karier secara simultan berpengaruh terhadap motivasi berafiliasi dengan determinasi 0.372.Kesimpulan bahwa iklim kerja pada setwan berpengaruh terhadap motivasi berafiliasi, dan pengembangan karier berpengaruh positif dan signifikan terhadap motivasiberafiliasi, dan secara simultan iklim kerja dan karier berpengaruh terhadap motivasi berafiliasi .Rekomendasi penelitian dalam rangka pengembangan karier pegawai sekwan perlu disusun sistem pengembangan karier pegawai monoloyalitas, sebagai â€œpegawai legislasiâ€ dengan jenjang karier mulai dari setwan kabupaten/kota, provinsi sampai karier puncak pada Setjen DPR,DPD dan MPR.Â Kata kunci : iklim kerja, karier dan motivasi berafiliasi

KEPEMIMPINAN, KOMPETENSI DAN KINERJA PENGARUHNYA TERHADAP PENGEMBANGAN KARIR APARATUR DI KOTA PALEMBANG Dewi, Atika; Zamzam, Fakhry
Jurnal Ecoment Global Vol. 4 No. 2 (2019): Edisi Agustus 2019
Publisher : Universitas Indo Global Mandiri Palembang

This research discussed Leadership, Competence and Performance on civil servantsâ€™ Career Development in Palembang City. With the aim of whether or not there was an influence of Leadership, Competence and Performance on civil servantsâ€™ Career Development in Palembang City. The population used in this research was Civil Servants (ASN) at the Secretariat Staff in the Government of Palembang City. The sample in this research was 100 respondents. The data analysis technique used was Structural Equation Modeling (SEM). The results of test proved that: 1). Partially the results revealed that there was a significant and positive influence between Leadership, Competence and Performance on civil servantsâ€™Career Development in the City of Palembang.2). Simultaneously Career Development was influenced positively and significantly by the Leadership variable, Competence and Performance.Keywords:leadership, competence, performance, civil servantsâ€™ career development, Palembang city.

PENGARUH PELATIHAN, PENEMPATAN DAN KINERJA KELOMPOK PAKAR SECARA PARSIAL DAN SECARA SIMULTAN TERHADAP CAPACITY BUILDING DPRD OGAN KOMERING ILIR Yuliana, Yuliana; Zamzam, Fakhry; Marnisah, Luis
Jurnal Ecoment Global Vol. 5 No. 1 (2020): Edisi Februari 2020
Publisher : Universitas Indo Global Mandiri Palembang

The purpose of the research is specifically to obtain the results of the analysis of the influence of training variables, placement, expert group performance on the capacity building of DPRD partially or simultaneously. The research method uses descriptive and verification surveys, field data collection using questionnaire, interview and documentation techniques. This research is associative research, where in this study there are variables that are related and can affect other variables. The study population was 85 employees at the OKI DPRD Secretariat, taken as a sample of 71 employees. Processing data using SPSS 23 analysis tools. Testing the data using the t test, that training affects capacity building with t count 5.009> t table 1.993, there is an influence of placement on capacity building, with 3,883> t table 1,993, performance affects capacity building with t count of 2,149> t table 1,993 and training, placement and performance affect capacity building with F count 10,980> F table 2,683. The red thread of research is that Expert Group Training, Expert group Placement, Expert group performance has a positive and significant effect on the capacity building of Ogan Komering Ilir District DPRD both partially and simultaneously. Strategies to increase DPRD capacity building can be done by providing training before expert group placements on DPRD equipment.Â Keywords: training, placement, performance and capacity building

ANALISIS PENGARUH MANAGE IT HUMAN RESOURCE (PO7) DAN EDUCATE AND TRAINUSERS (DS7) PADA FRAME WORK COBIT 4.1 TERHADAP IT SERVICE MANAGEMENT (ITSM) DI PT SEMEN BATURAJA (PERSERO) TBK Nasution, Surya Andita; Marnisah, Luis; Zamzam, Fakhry
Jurnal Ecoment Global Vol. 5 No. 2 (2020): Edisi Agustus 2020
Publisher : Universitas Indo Global Mandiri Palembang

This research aims to know the impact of "Manage IT Human Resource (PO7)" and "Educate and Train User (DS7)" in COBIT 4.1 on IT Service Management (ITSM) at PT Semen Baturaja (Persero) Tbk, both partially and simultaneously. The population in this research is 787 employee at PT Semen Baturaja (Persero) Tbk who are actively using information technology, chosen by purposively sampling. This research is a quantitative research using survey, descriptive and associative method, also involving doubled linear analysis technique to analyze the data. The test result t partially of Manage IT Human Resource (PO7) and Educate & Train User (DS7) partially impacts on IT Service Management (ITSM) with the test value of thitung 3,920 > ttabel(0,05,n-2) 1,98729 and thitung 4,647 > ttable(0,05,n-2)1,98729. The test result F simultaneously Manage IT Human Resource (PO7) and Educate & Train User (DS7) impacts on IT Service Management with the Fhitung 46,955 > Ftable (2,n-2) as 3,10. Contribution given by Manage IT Human Resource (PO7) and Educate & Train User (DS7) is 51,9% while 48,1% is impacted by other variables. Partially Manage IT Human Resource (PO7) impacts biggest 30,8% and Educate & Train User (DS7) impacts smallest 21,3% on IT Service Management (ITSM). By increasing personnelâ€™s competency of Information Communication and Technology Division, also give the suitable education and training, so the understanding of role, function, authority and responsibility of Information Communication and Technology Division will be increasing, thus, it could present the customer satisfaction of Information Technology Services.Keyword :Manage IT Human Resource (PO7),Educate and Train User (DS7), IT Service Management, COBIT 4.1.

DETERMINAN KEBIJAKAN BELANJA PEMERINTAH DAERAH KABUPATEN OGAN ILIR Ikhsan, Addinul; Romli, Harsi; Zamzam, Fakhry
Jurnal Ecoment Global Vol. 5 No. 2 (2020): Edisi Agustus 2020
Publisher : Universitas Indo Global Mandiri Palembang

Â This study aims to determine what factors influence the spending policy of the Ogan Ilir district government. The independent factors in this study are Regional Taxes (X1), Regional Retribution Variables (X2), Separated Regional Assets Result Variables (X3) and Other Variables Legal Original Regional Income (X4), while the dependent factor is Regional Expenditure (Y The analysis was carried out with multiple linear regressions The results of this study were Regional Taxes (X1), Regional Retribution (X2) Separated Regional Assets (X3) Other Legitimate Original Regional Income (X4) simultaneously affected district government spending. Ogn Ilir.Local Taxes (X1), Retribution (X2) Separated Regional Wealth (X3) Other Legitimate Original Revenue (X4) has a partial effect on the local government of Ogan Ilir Regency.Â Keywords: Local Taxes, Regional Retributions, Separated Regional Assets, Other Legitimate Regional Original Revenues, Regional Expenditures

PENGARUH BRAND IMAGE TERHADAP LOYALITAS KONTRIBUTOR PT. SEMEN BATURAJA (PERSERO) TBK DENGAN MEDIASI LAYANAN DAN KEPUASAN KONSUMEN Mediarta, Yogi Artha; Zamzam, Fakhry; Rostiati, Neny
Jurnal Ecoment Global Vol. 5 No. 2 (2020): Edisi Agustus 2020
Publisher : Universitas Indo Global Mandiri Palembang

This study aims to see the effect of brand image on the loyalty of contributors of PT. semen baturaja (persero) tbk with service mediation and customer satisfaction. This research uses quantitative data analysis methods in the form of descriptive statistical analysis and inferential statistical analysis. The results of this study indicate that the brand image that uses Baturaja cement is safer, has a positive and significant effect on providing services by SMBR is reliable; has a significant effect on improving the service of consumers who have experienced selling Baturaja cement which is more profitable; has a positive and significant effect on consumer loyalty to the brand image of Baturaja cement is always superior; consumer satisfaction because selling Baturaja cement is more profitable, has a positive and significant effect on distributor loyalty which is formed from the image of the Baturaja cement brand that is always superior; and that the brand image of the use of Baturaja cement is much safer, the quality of customer service is improved by offering reliable service and customer satisfaction so that selling Baturaja cement is always more profitable. Has a significant effect on increasing the loyalty of Semen Baturaja distributors by maintaining the brand image of Baturaja Cement so that it is always superior.Â Keywords: Brand Image, Loyalty, Service Mediation, Customer Satisfaction, PT. Semen Baturaja

Pola Rekrutmen, Seleksi, Pendidikan Dan Pelatihan Pengaruhnya Terhadap Pengembangan Karier Aparatur Sipil Negara Kejaksaan Tinggi Sumtera Selatan Zamzam, Fazakkir; Marnisah, Luis; Zamzam, Fakhry
Jurnal Ecoment Global Vol. 5 No. 2 (2020): Edisi Agustus 2020
Publisher : Universitas Indo Global Mandiri Palembang

The research objective was to find out the results of the analysis of how the influence of recruitment, selection and education & training patterns both partially and simutaneously towards career development. The survey method applied research model, uses 165 samples from a population of 295 South Sumatra High Prosecutors' staff, using proportional random sampling Technical data analysis using descriptive statistics and inferential statistics. In this study, the type of data used is primary data and secondary data. Data collection techniques using questionnaires, interviews, observation and documentation. Testing the hypothesis through t test and F test using SPSS analysis tools The results of data processing using SPSS 23, using the t test that t count is 7.378> with t table 1.9764 and 0.00 <0.05 significance that there is a positive and significant pattern of recruitment on career development; that t count is 13,730> with t table 1.9764 and 0.00 <0.05 significance that there is a positive and significant selection effect on career development; that t count is 19.303> with t table 1.9764 and 0.00 <0.05 significance that there is a positive and significant effect of education & training on career development; and use the F test that F count is 142.310> with F table 2.6687 significance 0.00 <0.05 that there is a positive influence and a significant pattern of recruitment, selection and education & training together towards career development, with the magnitude of the coefficient of determination The remaining 74.6% is influenced by other variables. The conclusion of the study is that the pattern of recruitment, selection and education & training has a positive and significant effect on career development both partially and simultaneously. The strategy for career development of the State Civil Service of South Sumatra's High Apparatus is very much determined by the opportunity given by the institution to the apparatus to attend education & training. Â Keywords ; pattern of recruitment, selection, education & training, career development

PUNISHMENT & REWARD, IKLIM ORGANISASI, DAN KOMPETENSI TERHADAP PRODUKTIVITAS KARYA ILMIAH DOSEN PERSAUDARAAN DOSEN REPUBLIK INDONESIA (PDRI) SUMATERA SELATAN Aravik, Havis; Zamzam, Fakhry; Marnisah, Luis
Jurnal Ecoment Global Vol. 6 No. 1 (2021): Edisi Februari 2021
Publisher : Universitas Indo Global Mandiri Palembang

This research aims to analyze Punishment & Reward, organizational climate and potential for the productivity of the scientific work of PDRI South Sumatra lecturers. The research method used is quantitative research with descriptive and verification confirmative survey methods, with a population of 234 PDRI members in the Whatsapp (WA) group and 132 taken after being verified in answering questionnaires and interviews, as well as data processing using the SPSS 23 tool. that punishment & rewards for lecturers can affect productivity with t count 6.215> t table 1.976, organizational climate affects productivity with t count 6.215> table 1.976, and compensation affects productivity with t count of 4.044> t table 1.976, and punishment & reward, Organizational climate, and competence together affect productivity with F count of 26.484> F table 3.0663, with the output solvent coefficient of R Square 70.9%. Thus, that reward & reward affects productivity, organizational climate affects productivity, and competence affects productivity, and together punishment & reward, organizational climate, and competence affect productivity.Key words: punishment & reward, organizational climate, Competence, and Productivity

Co-Authors Ahmad Tohir Aravik, Havis Aris Munandar Daniel Ortega Situmorang Dewi, Atika Fellyanus Habaora Habaora, Fellyanus Harun Syamsudin Herri Setiawan Ikhsan, Addinul Jefirstson Richset Riwukore Kore, Jefirtson R Riwu Marnisah, Luis Mediarta, Yogi Artha Muhammad Yunus Nasution, Surya Andita Prayuda, Randy Riwukore, Jefirstson Richset Romli, Harsi Rostiati Dg Rahmatu Sari, Abu Satria, Chandra Siti Komariah Hildayanti, Siti Komariah Tien Yustini Tien Yustini, Tien Yuliana Yuliana Yurdianto, Ardian Zamzam, Fazakkir

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Journal : Jurnal Ecoment Global: Kajian Bisnis dan Manajemen