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All Journal Media Mahardhika Indonesian Business Review Strategic: Journal of Management Sciences Proceeding of The International Conference on Economics and Business
Asep Heryyanto
Universitas Wijaya Putra
Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Social Sciences

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Bagaimana Kelelahan Kerja, Tanggung Jawab dan Disiplin Kerja Mempengaruhi Kinerja Karyawan: Studi Empiris Asep Heryyanto
Strategic: Journal of Management Sciences Vol 2 No 1 (2022): Strategic: Journal of Management Sciences
Publisher : Program Pascasarjana (S2-Ilmu Manajemen) Sekolah Tinggi Ilmu Ekonomi Sultan Agung

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (881.554 KB) | DOI: 10.37403/strategic.v2i1.35

Abstract

Objektif. Tujuan penelitian ini adalah untuk menguji pengaruh kelelahan kerja, tanggung jawab, dan disiplin kerja terhadap kinerja karyawan. Metode Riset. Pada penelitian ini menggunakan metode kuantitatif dengan menitik beratkan pada pengujian hipotesis. Teknik analisis menggunakan regresi linier berganda dengan pengujian menggunakan alat statistik SPSS. Kemudian, sampel yang digunakan yaitu sebanyak 40 orang karyawan PT. PLN (Persero) Unit Rungkut Industri Surabaya. Hasil. Penelitian ini menemukan bahwa kelelahan kerja berpengaruh positif dan signifikan terhadap kinerja karyawan. Tanggung jawab dan disiplin kerja juga berpengaruh signifikan terhadap kinerja karyawan pada PT. PLN (Persero) Unit Rungkut Industri Surabaya. Kesimpulan. Merujuk pada hasil penelitian, kesimpulan pada penelitian ini yaitu kelelahan kerja, tanggung jawab dan disiplin kerja berpengaruh positif dan signifikan terhadap kinerja karyawan pada PT. PLN (Persero) Unit Rungkut Industri Surabaya. Peningkatan kelelahan kerja, tanggung jawab dan disiplin kerja secara langsung dapat meningkatkan kinerja karyawan
Does work-family conflict explain the direct and indirect role effects of perceived organizational support and job satisfaction? Evidence in the Indonesian banking Muzakki Muzakki; Asep Heryyanto
Proceeding of The International Conference on Economics and Business Vol. 1 No. 2 (2022): Proceeding of The International Conference on Economics and Business
Publisher : Universitas Kristen Indonesia Toraja

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/iceb.v1i2.186

Abstract

The purpose of this study is to investigate both the influences of perceived organizational support and work-family conflict on job satisfaction. In addition, this research aims to investigate the impact of the mediation of work-family disputes in the connection between perceived organizational support and job satisfaction. We utilize a quantitative approach to acquire data from the subject of the study. For the sampling strategy, we employ random sampling with questionnaire distribution as the data collection tool. The data analysis method was called Structural Equation Modeling Partial Least Square (SEM-PLS). In addition, the findings of this research indicate that a favorable and significant influence on work satisfaction may be attributed to a perceived high level of organizational support. The perception of organizational support is another factor that contributes negatively to work-family conflict. Meanwhile, the tension between work and family life has a positive and noticeable impact on job satisfaction. The latest finding is that work and family conflict might be a negative mediator in the association between perceived organizational support and job satisfaction.
PERCEIVED ORGANIZATIONAL SUPPORT, WORK-FAMILY CONFLICT, AND JOB SATISFACTION: A SERIAL MEDIATION MODEL Muzakki Muzakki; Asep Heryyanto
Media Mahardhika Vol. 21 No. 1 (2022): September 2022
Publisher : STIE Mahardhika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29062/mahardika.v21i1.527

Abstract

This study aims to examine the influence of perceived organizational support on work-family conflict and job satisfaction, and the influence of work-family conflict on job satisfaction. This study also aims to examine the role of work-family conflict mediation in the relationship between perceived organizational support and job satisfaction. The method used is quantitative, and the sample technique used is random sampling using the distribution of questionnaires to collect data from the research object. The data analysis technique used is Structural Equation Modeling Partial Least Square (SEM-PLS). Furthermore, the findings of this study reveal that percieved organizational support has a positive and significant effect on job satisfaction. Percieved organizational support also negatively affects work-family conflict. Meanwhile, work-family conflict has a positive and significant effect on job satisfaction. The latest finding is work-family conflict is able to negatively mediate the relationship of percieved organizational support to job satisfaction.
How Does Servant Leadership Affect Turnover Intention a Company? Muzakki Muzakki; Asep Heryyanto
Indonesian Business Review Vol 6 No 2 (2023): Indonesian Business Review
Publisher : Universitas Prasetiya Mulya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21632/ibr.6.2.87-97

Abstract

The food and beverage industry continues to experience positive and substantial development from year to year. Nonetheless, attrition rates range between 60% and 300%. This study investigates the relationship between servant leadership, affective organizational commitment, and turnover intention. In addition, this study seeks to examine the role of affective organizational commitment as a mediator between servant leadership and turnover intention. This study's sample consisted of 78 restaurant employees. The technique used for data analysis was Structural Equation Modeling Partial Least Square (SEM PLS). According to the findings of the study, servant leadership and affective organizational commitment had a significant negative impact on turnover intention. Lastly, affective organizational commitment can substantially and negatively moderate the effect of servant leadership on turnover intention.
Co-Authors Muzakki Muzakki