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All Journal International Journal of Social and Management Studies (IJOSMAS) Multidiciplinary Output Research for Actual and International Issue (Morfai Journal) Procedia of Social Sciences and Humanities International Journal of Business and Applied Economics (IJBAE) El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam INOVASI: Jurnal Ekonomi, Keuangan, dan Manajemen FORUM EKONOMI: Jurnal Ekonomi, Manajemen dan Akuntansi
Maswanto
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Religion Agriculture, Biological Sciences & Forestry Arts Humanities Chemical Engineering, Chemistry & Bioengineering Civil Engineering, Building, Construction & Architecture Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Energy Engineering Environmental Science Health Professions Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Materials Science & Nanotechnology Social Sciences Other

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Determinants of Job Satisfaction With Employee Performance: Determinant Kepuasan Kerja Terhadap Kinerja Karyawan Husainah, Nazifah; Maswanto; Haryoto, Cecep
Procedia of Social Sciences and Humanities Vol. 3 (2022): Proceedings of the 1st SENARA 2022
Publisher : Universitas Muhammadiyah Sidoarjo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21070/pssh.v3i.117

Abstract

This research is an associative quantitative study using primary data, with a population of 140 and a sample of 103 people, the determination of the sample using the Slovin formula. The data analysis model used is path analysis using SPSS The results showed the following results: Leadership style has a direct effect on job satisfaction, Human resource development has a direct effect on job satisfaction, Leadership style has a direct effect on employee performance,Human resource development has a direct and indirect effect. Job satisfaction has adirect effect on employee performance (6) Leadership style has an indirect effect on employee performance through job satisfaction, Human resource development has an indirect effect on employee performance through job satisfaction. It can be concluded that there is an indirect effect of leadership style and human resource development on employee performance through job satisfaction, but the direct influence of human resource development on job satisfaction has the greatest influence, while for the direct effect of human resource development on performance is the smallest influence.
The Influence of Recruitment and e- Government on Organizational Performance in Higher Education Institutions: A Strategic Management Perspective with Religiosity Mediation Kumoro, Dwi Ferdiyatmoko Cahya; Maswanto; Sukirman; Nuryadi, Syafaat
International Journal of Social and Management Studies Vol. 6 No. 1 (2025): February 2025
Publisher : IJOSMAS

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5555/ijosmas.v6i1.464

Abstract

This study aims to investigate the effect of recruitment and e-government implementation on organizational performance in higher education institutions, with religiosity as a mediating variable. Amidst the dynamics of higher education institutions in Indonesia that face challenges to improve performance, this study uses a quantitative approach with data analysis through SmartPLS 4.0, based on an online survey of 1045 respondents selected by stratified random sampling. The findings show that transparent and competency-based recruitment, as well as the implementation of e-government, have a direct significant influence on improving organizational performance. In addition, religiosity is proven to function as a mediator that strengthens the relationship between recruitment and e-government on organizational performance. The results of this study indicate that the development of effective recruitment practices and the implementation of e-government can not only contribute directly to performance, but also indirectly through increased religiosity that extols the values of integrity, responsibility, and work ethics. The findings make theoretical contributions to the human resource management literature and excellent practices in the context of higher education, as well as offer practical recommendations for managers of educational institutions to integrate religious values in their management strategies.
EFFECTIVENESS OF TRANSFORMATIONAL LEADERSHIP STYLE ON EMPLOYEE JOB SATISFACTION THROUGH ORGANIZATIONAL CULTURE ON TURNOVER INTENTION AT GARMENT COMPANY X IN TANGERANG Berlianingsih Kusumawati; Irpan Hidayat Hasibuan; Marya Yenni; Maswanto; Nandan Limakrisna
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 4 No. 4 (2024): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v4i4.2359

Abstract

This study aims to analyze the effectiveness of transformational leadership style on employee job satisfaction through organizational culture on turnover intention in a garment company. Transformational leadership, known for its ability to inspire and motivate employees, is hypothesized to have a positive influence on employee job satisfaction and turnover intention. However, this influence is suspected to be strengthened or mediated by a strong and supportive organizational culture. The research methodology is descriptive quantitative using a structured questionnaire to measure perceptions of transformational leadership, organizational culture, job satisfaction, and turnover intention with a sample size of 150 employees. The verification analysis used in this study is Structural Equation Modeling (SEM) statistics with Smart PLS 4.0 software. The results of this study are expected to show that transformational leadership can significantly increase employee job satisfaction, and this effect becomes stronger in the context of a positive organizational culture, leading to lower turnover intention. These findings will provide important contributions to management theory and business practice, emphasizing the importance of transformational leadership style and organizational culture in enhancing employee well-being and company performance.
Pengaruh Kompetensi Kerja dan Motivasi Kerja Terhadap Kinerja Pegawai Melalui Komitmen Organisasi Sebagai Variabel Intervening pada Rumah Sakit Islam Jakarta Cempaka Putih Faikhotul Inayah; Maswanto
El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam Vol. 6 No. 10 (2025): El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam
Publisher : Intitut Agama Islam Nasional Laa Roiba Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47467/elmal.v6i10.9374

Abstract

The purpose of this study was to examine the influence of Job Competence and Work Motivation on Employee Performance through Organizational Commitment as an Intervening Variable at the Jakarta Islamic Hospital, Cempaka Putih. This study was quantitative and associative in nature, with non-medical employees of the Jakarta Islamic Hospital, Cempaka Putih, as the respondents. This study was a population study with 180 respondents. The data processing tool used was the Partial Least Squares Structural Equation Modeling (PLS-SEM) method using the SmartPLS version 4.0 application, which aims to analyze the relationship between latent constructs and path models. This can be seen through the results of the outer model, or measurement model, and the inner model, or structural model. The partial results of this study are: 1) Job Competence significantly influences Organizational Commitment. 2) Work Motivation significantly influences Organizational Commitment. 3) Work Competence significantly influences Employee Performance. 4) Work Motivation does not significantly influence Employee Performance. 5) Organizational Commitment significantly influences Employee Performance. 6) Work Competence significantly influences Employee Performance through Organizational Commitment as an Intervening Variable. 7) Work Motivation significantly influences Employee Performance through Organizational Commitment as an Intervening Variable.
Pengaruh Stres Kerja dan Lingkungan Kerja yang Dimediasi Beban Kerja terhadap Turnover Intention: Sebuah Analisis Empiris Zulkarnain, Iwan; Budi, Agung; Maswanto
FORUM EKONOMI: Jurnal Ekonomi, Manajemen dan Akuntansi Vol. 27 No. 1 (2025): Januari
Publisher : FEB Universitas Mulawarman

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30872/jfor.v27i1.2620

Abstract

Tujuan dari penelitian ini adalah untuk menginvestigasi pengaruh stres kerja dan lingkungan kerja terhadap turnover intention, dengan beban kerja sebagai variabel mediator. Data dikumpulkan dari karyawan di berbagai sektor industri menggunakan kuesioner yang telah divalidasi. Analisis jalur digunakan untuk mengevaluasi hubungan langsung dan tidak langsung antara variabel-variabel ini. Hasil penelitian menunjukkan bahwa stres kerja dan lingkungan kerja yang negatif memiliki pengaruh langsung yang signifikan terhadap turnover intention. Selain itu, beban kerja terbukti memediasi hubungan antara stres kerja dan lingkungan kerja terhadap turnover intention, memperkuat dampak negatif dari kedua faktor tersebut. Temuan ini menyoroti pentingnya mengelola stres kerja, memperbaiki lingkungan kerja, dan mengoptimalkan beban kerja untuk mengurangi turnover intention. Implikasi manajerial termasuk pengembangan program manajemen stres, peningkatan kondisi lingkungan kerja, pengelolaan beban kerja yang efektif, dan peningkatan kepuasan kerja untuk mempertahankan karyawan dan meningkatkan retensi
Employee Recruitment and Development Process: Implementation of Islamic Values Husainah, Nazifah; Maswanto; Yusuf, M; Hidayah, Nur; Putra, Muhammad Dipo Alam Panai
International Journal of Business and Applied Economics Vol. 3 No. 1 (2024): January 2024
Publisher : PT FORMOSA CENDEKIA GLOBAL

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55927/ijbae.v3i1.8016

Abstract

This study aims to determine the implementation and suitability of employee recruitment and development applied at Islamic banks in South Tangerang with Islamic values. This research included qualitative descriptive research. Data collection techniques used by means of interviews and documentation. The results showed that the recruitment process at Bank Islam in South Tangerang used a closed method by prioritizing moral values (attitudes) and honesty of these employees. In recruitment that uses closed methods is also less in accordance with Islamic values because it tends to lead to elements of nepotism. So that the employee recruitment process is still less selective. From the employee development process at the Bank, Bank Islam in South Tangerang really realized that valuable assets in the company are employees within the company environment. Training and development applied to Bank bak Islam in South Tangerang not only prioritizes the potential and quality of employees, but Bank Bank Islam in South Tangerang also provides training and development in the form of moral and spiritual.
The Effect of Covid-19 Pandemic on the Public Appraisal Services Office (KJPP) Performance Firmansyah; Maswanto; Prayitno, Irwan
INOVASI: Jurnal Ekonomi, Keuangan, dan Manajemen Vol. 20 No. 2 (2024): Mei
Publisher : Fakultas Ekonomi dan Bisnis Universitas Mulawarman

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30872/jinv.v20i2.1768

Abstract

The aim of this research is to determine the effect of Covid-19 pandemic on the Public Appraisal Services Office (KJPP) performance. The main issue that will be announced in this research is in relation to how big Covid-19 gives effect to KJPP performance. The research method applied is literature review through collecting, identifying, and evaluating the gaining effect of the Covid-19 pandemic towards KJPP performance. Secondary data has been used in this research from the official government websites, and Google Scholar for relevant journals or articles. The phenomenon of Covid-19 leads many changes occurred in any aspects of human beings. That condition has transformed most manual activities of human beings into digital-based activities, where KJPP should implement digital-based assessment procedures to compete and adapt to technological developments nowadays
Co-Authors agung budi Berlianingsih Kusumawati Faikhotul Inayah Firmansyah Haryoto, Cecep Irpan Hidayat Hasibuan Kumoro, Dwi Ferdiyatmoko Cahya M Yusuf Marya Yenni Nandan Limakrisna Nazifah Husainah Nur Hidayah Nuryadi, Syafaat Prayitno, Irwan Putra, Muhammad Dipo Alam Panai Sukirman Zulkarnain, Iwan