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PENGARUH BUDAYA KERJA DAN PEMBERIAN INSENTIF TERHADAP KINERJA KARYAWAN PADA PT. BANK PERMATA BATAM Theresia Meyda Ruliani Situmorang; Dhenny Asmarazisa
BENING Vol 3, No 1 (2016): MEI 2016
Publisher : University of Riau Kepulauan

This research aimed to study the influence of Work Culture and Incentives to Employee Performancefor PT. Bank Permata Batam.This research was conducted with the approached survey that consists variable Work Culture and Incentives(X) and Employee Performance(Y). To prove the influence of Work Culture and Incentives to Employee Performance, the authors collected data by distributing questionnaires as many as 60 respondents as samples taken from Employeement of PT. Bank Permata Batam. Data were collected through questionnaires were processed using program applications statistical Product and Service Solutions (SPSS) version 21. The results showed that the application of Work Culture and Incentives jointly contribute to a positive and significant impact on Employee Performance by 34,4% while the remaining 65,6% is influenced by other factors. The regression analysis partially shows that, variable Work Culture and Incentives has positive and significant effect on Employee Performance. KeyWords :Work Culture, Incentives, Employee Performance.

The Effects of Innovative Work Practices on Employee Health and Happiness as Measured by Engagement and Job Satisfaction Andi Marta; Dhenny Asmarazisa; Catur Fatchu Ukhriyawati
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 8 No 3 (2025): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v8i3.8072

Examining the mediating roles of Employee Engagement (EE) and Employee Job Satisfaction (EJS), this study seeks to understand how Innovative Work Practices (IWP) affect Employee Health and Happiness (EHH) at PT. Bank XYZ. The researchers used Partial Least Squares (PLS) analysis as part of a quantitative study strategy. Using a 5-point Likert scale, 187 respondents from PT. Bank XYZ Region 02 were surveyed online to gather data on IWP, EHH, EE, and EJS. The research concluded that IWP significantly affects EHH both directly and indirectly via EE and EJS. In order to keep employees healthy, happy, and productive, the results stress the significance of making the workplace accommodating and supportive. Management at PT. Bank XYZ should, therefore, make promotion policies clearer, increase stress management training, and make work location flexibility more robust. Staff morale and output can be boosted and turnover can be decreased by creating a more positive work atmosphere that values and supports employees emotionally. To further enhance Employee Health and Happiness and support the organization's overall goals, it is essential to strengthen IWP practices, such as flexible work arrangements and the use of helpful technological tools.

How the Department of Youth and Sports Does Job Analysis Erwin Erwin; Dhenny Asmarazisa; Catur Fatchu Ukhriyawati
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 8 No 3 (2025): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v8i3.8075

The method by which the Kemenpora Department of Youth and Sports conducts job analyses is the focus of this research. Due to a lack of specificity on the duties expected of the Department, the findings demonstrate that the present job analysis is inadequate. The guidelines of Permenpan RB No. 1 of 2020 are not followed, and it becomes difficult to map out responsibilities. The data is primarily gathered by an internal staff using templated approaches, which raises concerns regarding its validity and dependability. The job analyst, the person actually performing the work, and the person in charge of the job are the three key people who provide information for job analyses. There is a lack of understanding between jobholders and their managers regarding organizational strategy and job tasks. Additionally, job analysts are not very competent in their roles. Additionally, the study found that due to a lack of checks and balances, the data is not accurate or dependable. We propose a four-stage job analysis paradigm to address this issue. Planning, data collection, data treatment, and result sharing are all parts of this approach. The objective is to improve the thoroughness and accuracy of job analyses.

An in-Depth Investigation into the Impact That Awards and Recognition Have on the Performance of Staff Members Burhaini Burhaini; Dhenny Asmarazisa; Catur Fatchu Ukhriyawati
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 8 No 3 (2025): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v8i3.8077

This study aims to examine the relationship between employee awards and performance. This investigation made use of publicly available information in its design, technique, and approach. Internet search engines and connected periodicals were used to compile the secondary data. In order to back up the research, the necessary textbooks were reviewed. Both monetary and non-monetary incentives have an effect on workers' productivity, according to the studies that have been done. In contrast to the long-term effects of intrinsic rewards, the short-term effects of extrinsic rewards on employee behavior are widely acknowledged. Research Originality and Theory Contribution: This study adds to the body of knowledge on the topic of total incentives, which encompass monetary and non-monetary rewards, by deepening our comprehension of how these programs affect employee performance. Management Implications: This study's results will help workers and bosses understand the power of employee rewards to boost productivity. Research Limitations and Implications: The researcher in this study had no means of verifying the reliability of the data since the study relied entirely on secondary sources.

How Knowledge Sharing and Human Resource Management Affect How Well Employees Do Their Jobs Adelmi Parera; Dhenny Asmarazisa; Catur Fatchu Ukhriyawati
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 8 No 3 (2025): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v8i3.8252

This research explores how human resource management (HRM) and knowledge sharing affect employee performance in the Kurdistan Region. The literature review discusses the importance of HRM and Knowledge sharing for organizations and companies and their effects on employee performance. An investigation studied how HRM and knowledge sharing affect employee performance. A questionnaire was used to collect demographic data and assess the correlation between the two factors. The research methodology includes a quantitative approach with a survey of employees working in governmental and non-governmental organizations and companies. A total of 210 responses were collected through the questionnaire. We analyzed data using SPSS software to enhance HRM practices and promote knowledge sharing among employees, which resulted in improved performance. Using SPSS software, data was analyzed to improve HRM practices and encourage knowledge sharing among employees, ultimately leading to better performance.

A Spiritual Analysis of the ASN East Java Province Workplace, the Ethical Approach, and the Organization's Dedication to Addressing Deviant Behavior Amiruddin Amiruddin; Dhenny Asmarazisa; Catur Fatchu Ukhriyawati
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 8 No 3 (2025): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v8i3.8258

This research aims at examining and analyzing: (1) the effect of ethical climate on deviant behavior; (2) the effect of workplace spirituality on deviant behavior; (3) the effect of organizational commitment on deviant behavior; (4) the effect of ethical climate on workplace spirituality; (5) the effect of ethical climate on organizational commitment; (6) the effect of ethical climate on deviant behavior mediated by workplace spirituality; (7) the effect of ethical climate on deviant behavior mediated by organizational commitment. This research using quantitative study with SmartPLS analysis methode, and the population is 207 people of the regional unit apparatus holding the structural positions of echelon 2b, 3a, and 3b in East Java Province Government, and 67 of them are taken as the samples. The results of the study show that ethical climate does not influence deviant behavior, but workplace spirituality affects deviant behavior. Meanwhile, organizational commitment does not affect deviant behavior, but ethical climate affects organizational commitment. In addition, ethical climate influences workplace spirituality, also the organizational commitment. Furthermore, the results of the study also reveal that the ethical climate influences deviant behavior mediated by workplace spirituality, but not through organizational commitment.

What Role Do Makassar Mall Employee Engagement and Work-Life Balance Play in Determining Job Satisfaction? Saiful Lizan; Dhenny Asmarazisa; Catur Fatchu Ukhriyawati
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 8 No 3 (2025): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v8i3.8262

Using employee engagement as an intermediary variable, this quantitative study examines the effect of work-life balance and work environment on job satisfaction among mall employees in Makassar. The validity, reliability, and causal linkages between variables were examined in this study using the SmartPLS program version 4.0. Employee involvement acted as a mediator between work-life balance, work environment, and job satisfaction, according to the results. employment satisfaction is enhanced when there is a good work-life balance, less work pressure, employment stability, and a pleasant and supportive work environment. While a healthy work-life balance is still important, high employee engagement has a smaller but favourable impact on job satisfaction. If mall management wants their employees to be happy in their jobs, they need to make sure they have a healthy work-life balance, create a positive work atmosphere, and encourage employee engagement. Furthermore, poll results show that employees are still not very satisfied with their jobs because of issues with work-life balance, the workplace, and employee engagement. Employees and a number of internal firm elements are both responsible for the current level of job satisfaction. The role of employee engagement as a moderating variable between work-life balance, work environment, and job satisfaction is further illuminated by this study.

Analysis of the Relationship Between Organizational Culture, Training, and Employee Performance Via the Lens of Participatory Leadership, with Work Satisfaction Acting as a Moderator Herman MS; Dhenny Asmarazisa; Catur Fatchu Ukhriyawati
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 8 No 3 (2025): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v8i3.8264

Employee performance over the past three years has been all over the place, therefore something needs to be done about it. With employee job satisfaction serving as a moderating variable, this study seeks to further analyse the effects of participatory leadership, organisational culture, and training on employee performance. The researchers in this study drew their 100-person sample using the Slovin technique. The hypothesis test found that there was a positive and statistically significant relationship between employee performance and factors such as participative leadership, organisational culture, and job satisfaction. The impact of training on employee performance was unfavourable but not statistically significant. Employee Job Satisfaction was found to moderate the association between Organisational Culture and Employee Performance, according to the results of the moderation test.

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