Articles
<![CDATA[THE EFFECT OF MEDIATION WORK ENGAGEMENT TO PROCEDURAL JUSTICE AND ORGANIZATIONAL LEARNING ON THE INNOVATIVE BEHAVIOR ]]>
<![CDATA[Sari, Fara Kartika]]>;
<![CDATA[Palupiningdyah, Palupiningdyah]]>
<![CDATA[ Management Analysis Journal Vol 9 No 2 (2020): Management Analysis Journal ]]>
Publisher : <![CDATA[Universitas Negeri Semarang ]]>
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DOI: 10.15294/maj.v9i2.37011
<![CDATA[The purpose of this study was to determine the effect of procedural fairness and organization learning on innovative behavior through work engagement. The population in this study were all batik craftsmen in Semarang City IKM Batik, totaling 165 people. Based on this population 117 respondents were taken by proportional random sampling technique. Data collection in this study used a questionnaire, observation and interviews. The analytical method used is SPSS IBM Statistics 25. The results of this study indicate that procedural justice has positive and significant influence on innovative behavior, organizational learning can have a positive and significant effect on innovative behavior and work engagement, work engagement can have a positive and significant effect on innovative behavior, then work engagement can mediate the positive influence of procedural justice and organizational learning on innovative behavior. The conclusion of this research is procedural fairness,organizational learning and work engagemEnt can increase innovative behavior. Furthermore work attachment can mediate the influence of procedural fairness and organization learning on innovative behavior. Suggestions for IKM batik management are to have emotional closeness such as the availability of leaders to listen to the complaints of employees, the existence of activities such as workshops and exhibitions on a regular basis to trigger increased knowledge so that it is easier to create new ideas.]]>
<![CDATA[A Life Satisfaction of A Dual Role Woman ]]>
<![CDATA[Ria, Yanah]]>;
<![CDATA[Palupiningdyah, Palupiningdyah]]>
<![CDATA[ Management Analysis Journal Vol 9 No 3 (2020): Management Analysis Journal ]]>
Publisher : <![CDATA[Universitas Negeri Semarang ]]>
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DOI: 10.15294/maj.v9i3.37232
<![CDATA[This study aims to Determine the effect of work family conflict and work engagement on life satisfaction through work life balance as a mediating variable of study in female nurses at RSI who are married. The type and design of research used in this study is quantitative research. Sampling in this study using proportional sampling sampling technique and Obtained sample size that must be used is 118 female nurses who are married, the analytical method used is the instrument test (validity and reliability), classic assumption test, and hypothesis testing with the application of SPSS 23. Data collection methods using interviews, questionnaires, and literature studies. The results of this study indicate that five hypotheses were accepted, and two hypotheses were rejected. So it can be seen that work family conflict has a negative and not significant effect on life satisfaction. Work engagement has a positive and significant effect on life satisfaction. Work family conflict has a negative and significant effect on work life balance. Work engagement has a positive and significant effect on work life balance. Whereas the work life balance is only Able to mediate the relationship between work engagement and life satisfaction.Suggestions for future research are to develop other variables that can mediate the relationship of work family conflict in the life satisfaction of female nurses, for example social support. While the advice for the hospital is to reduce the activities that make-female nurses so tired, and provide time off when it is Necessary to reduce conflicts that occur]]>
<![CDATA[The Effect of Job Satisfaction and Personality on Organizational Citizenship Behavior through Organizational Commitment ]]>
<![CDATA[Isyah, Khusnul Ma]]>;
<![CDATA[Palupiningdyah, Palupiningdyah]]>
<![CDATA[ Management Analysis Journal Vol 9 No 4 (2020): Management Analysis Journal ]]>
Publisher : <![CDATA[Universitas Negeri Semarang ]]>
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DOI: 10.15294/maj.v9i4.41274
<![CDATA[This study aims to examine the effect of job satisfaction and personality on organizational citizenship behavior through the organizational commitment of employees in the production section of PT Timatex Salatiga. This type of research used in this research is quantitative research. The number of samples used was 100 respondents. The sampling technique used random sampling. The analytical method used is the instrument test (validity and reliability), descriptive analysis test, regression test and path analysis with the SPSS version 23 program. Data collection methods are by means of interviews, observations and questionnaires. The results of this study indicate that job satisfaction and personality have a positive and significant effect on organizational commitment. Job satisfaction and personality have a positive and significant effect on organizational citizenship behavior. Organizational commitment is able to mediate the relationship between job satisfaction and personality on organizational citizenship behavior. Suggestions from this research are that company management needs to reinforce rules and give verbal sanctions to gradual warning letters to employees who are often late, also applies to employees who leave work before the due time.]]>
<![CDATA[Organizational Justice and Organizational Citizenship Behavior: The Mediating Roles of Organizational Commitment and Leader Member Exchange ]]>
<![CDATA[Hasyim, Aditya Fuad]]>;
<![CDATA[Palupiningdyah, Palupiningdyah]]>
<![CDATA[ Management Analysis Journal Vol 10 No 1 (2021): Management Analysis Journal ]]>
Publisher : <![CDATA[Universitas Negeri Semarang ]]>
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DOI: 10.15294/maj.v10i1.43916
<![CDATA[This study aims to examine the effect of organizational justice on organizational citizenship behavior with organizational commitment and leader-member exchange as mediating variables for sewing employees of PT. Apparel One Indonesia 1. The sample used is 92 respondents with the sampling technique using purposive sampling. The data collection method used a questionnaire. Methods of data analysis using descriptive statistical tests with analysis tools, namely SmartPLS 3.0. The conclusion of this study is that organizational justice cannot improve organizational citizenship behavior either directly or through organizational commitment. However, organizational justice can increase organizational citizenship behavior only when through mediation of leader-member exchange. Recommendations for companies are that during the recruitment process, it is better to choose employees who are truly competent so that tasks can be distributed according to the employees' abilities. In addition, employees must be involved in every decision making so that employees will feel needed and recognized which in turn will bring out commitment to employees.]]>
<![CDATA[Pengaruh Kepuasan Kerja, Budaya Organisasi dan Keterlibatan Kerja pada Organizational Citizenship Behavior ]]>
<![CDATA[Utami, Rizky Marisa]]>;
<![CDATA[Palupiningdyah, Palupiningdyah]]>
<![CDATA[ Management Analysis Journal Vol 5 No 4 (2016): Management Analysis Journal ]]>
Publisher : <![CDATA[Universitas Negeri Semarang ]]>
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DOI: 10.15294/maj.v5i4.5569
<![CDATA[This study aims to determine the effect of job satisfaction, organizational culture, and job involvement on organizational citizenship behavior on the employees of PT Mazuvo Indo Semarang. The population in this study was all employees of PT Mazuvo Indo Semarang amounting to 51 respondents. The sampling technique in this study using the technique of non-probability sampling with this type of sampling saturated, namely the determination of the sample if all members of the population used as a sample. The analysis method used in the study are instruments test (validity and reliability test), the classical assumption test, multiple regression analysis and hypothesis testing through partial test and simultaneous test with SPSS for Windows vertion 21. Data were collected by using interviews, questionnaires and literature study. The results from this study showed that the partial job satisfaction positive influence on OCB. There is a positive influence organizational culture on OCB and there is a positive influence job involvement on OCB. The conclusions of this study are job satisfaction, organizational culture, and job involvement influence on OCB.]]>
<![CDATA[Pengaruh Kepuasan Kerja dan Komitmen Organisasi terhadap Kinerja Karyawan dengan Turnover Intention sebagai Variabel Intervening ]]>
<![CDATA[Susanti, Susanti]]>;
<![CDATA[Palupiningdyah, Palupiningdyah]]>
<![CDATA[ Management Analysis Journal Vol 5 No 1 (2016): Management Analysis Journal ]]>
Publisher : <![CDATA[Universitas Negeri Semarang ]]>
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DOI: 10.15294/maj.v5i1.5589
<![CDATA[The purpose ofthis study is to know the influence of job satisfaction, organizational commitment, and turnover intention on employees’ performance directly and indirectly that is mediated by turnover intention. The population in this study is the Custom employees of PT Milan Indonesia numbering to 444 employees. The samples that are used in this study are 82 employees using formula of Slovin.The method of data collection is by quesionares measured with likert scale.Data analysis using percentage descriptive, partial multiple regression analysis and path analysis using SPSS for Windows version 16. Based on the result hypothesis test, then the conclusion are job satisfaction and organizational commitment gives negatif effect and significant on turnover intention. Job satisfaction and organizational commitment gives positif effect and significant on employee performance and turnover intention gives negatif effect and significant on employee performance. Turnover intention has mediate the relationship between job satisfaction and organizational commitment on employee performance.]]>
<![CDATA[Pengaruh Servant Leadership terhadap Kinerja Karyawan dengan Burnout sebagai Variabel Intervening ]]>
<![CDATA[Aji, Muhammad]]>;
<![CDATA[Palupiningdyah, Palupiningdyah]]>
<![CDATA[ Management Analysis Journal Vol 5 No 3 (2016): Management Analysis Journal ]]>
Publisher : <![CDATA[Universitas Negeri Semarang ]]>
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DOI: 10.15294/maj.v5i3.9754
<![CDATA[Human resource issues becomes the significant challenge for the company management. A new approach in leadership could simultaneously increase the employee's personal growth and repair the quality and services. An effort to achieve that condition at the workplace is necessary to be applied by a leadership model known as servant leadership. This study aims to investigate the influence of self-leadership to the employee performance with bornout as the intervening variable on the employees of PT. Inti Roda Makmur Persada Tbk Tangerang. The population of this study is all the employees of PT. Inti Roda Makmur Persada Tbk Tangerang. Sampling technique using proportionate random sampling, there are 64 respondents. The methods of collecting the data are observation, questionnaires and literature. Data analysis using linear regression and line analysis. The result showed that t value is proved that servant leadership contributes positive and significant impact on the burnout. The second research results obtained proven that servant leadership gives positive influence and significant impact on the performance directly. The third result showed that burnout give negative effect And significant on the performance directly. And the next result showed that servant leadership to performance by burnout give negative affect and significant.]]>
<![CDATA[Pengaruh Person-Organization Fit dan Motivasi Kerja pada Komitmen Organisasional dengan Kepuasan Kerja Sebagai Variabel Mediasi ]]>
<![CDATA[Purnamasari, Rizqa]]>;
<![CDATA[Palupiningdyah, Palupiningdyah]]>
<![CDATA[ Management Analysis Journal Vol 6 No 1 (2017): Management Analysis Journal ]]>
Publisher : <![CDATA[Universitas Negeri Semarang ]]>
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DOI: 10.15294/maj.v6i1.12726
<![CDATA[Penelitian ini bertujuan untuk mengetahui pengaruh person-organization fit, motivasi kerja dan kepuasan kerja pada komitmen organisasional secara langsung dan tidak langsung yang dimediasi kepuasan kerja. Populasi dalam penelitian ini adalah karyawan bagian produksi dan HR di PT Industri Jamu dan Farmasi Sido Muncul yang berjumlah 2026 karyawan, dan sampel sebanyak 95 karyawan. Teknik pengambilan sampel dalam penelitian ini menggunakan teknik Probability Sampling dengan jenis Proportional Random Sampling. Metode analisis yang digunakan yaitu uji instrument (validitas dan reliabilitas), uji asumsi klasik, analisis regresi dan pengujian hipotesis melalui uji parsial dan uji path analysis menggunakan SPSS for Windows versi 21. Metode pengumpulan data dengan menggunakan wawancara, kuesioner dan studi kepustakan. Hasil dari penelitian ini menunjukan bahwa secara parsial person-organization fit berpengaruh positif dan signifikan pada komitmen organisasional. Selain itu, hasil menunjukan bahwa kepuasan kerja terbukti menjadi variable mediasi. Simpulan penelitian ini yaitu person-organization fit dan motivasi kerja dapat meningkatkan komitmen organisasional dan variabel kepuasan kerja mampu memediasi hubungan person-organization fit dan motivasi kerja terhadap komitmen organisasional.]]>
<![CDATA[Pengaruh Leader Member Exchange, Occupational Stress pada Affective Commitment melalui Job Satisfaction ]]>
<![CDATA[Fitriani, Noor Indah]]>;
<![CDATA[Palupiningdyah, Palupiningdyah]]>
<![CDATA[ Management Analysis Journal Vol 6 No 2 (2017): Management Analysis Journal ]]>
Publisher : <![CDATA[Universitas Negeri Semarang ]]>
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DOI: 10.15294/maj.v6i2.16844
<![CDATA[Tujuan dari penelitian ini adalah untuk mengetahui pengaruh leader member exchange, occupational stress, job satisfaction, affective commitment pada karyawan Jawa Pos Radar Semarang. Penelitian ini menggunakan sampel jenuh dengan jumlah 75 responden. Metode pengumpulan data menggunakan observasi, wawancara dan kuesioner. Analisis data menggunakan analisis deskriptif dan path analysis dengan program SPSS for Windows versi 23.0. Hasil penelitian ini menunjukkan bahwa LMX dan occupational stress memiliki pengaruh terhadap job satisfaction dan job satisfaction memiliki pengaruh terhadap affective commitment. Job satisfaction berhasil memediasi hubungan antara LMX terhadap affective commitment dengan nilai total pengaruh tidak langsung > pengaruh sebesar 0,136 > 0,003, dan juga berhasil memediasi hubungan antara occupational stress terhadap affective commitment dengan nilai total pengaruh tidak langsung < pengaruh sebesar -0,068 > -0,164. Kesimpulan dari penelitian ini adalah LMX dan occupational stress memiliki pengaruh terhadap job satisfaction yang pada akhirnya akan meningkatkan affective commitment. Saran pada penelitian ini sebaiknya perusahaan memberikan tugas atau tuntutan pekerjaan sesuai dengan kemampuan karyawan agar karyawan tidak merasakan kekhawatiran dan tertekan, sehingga karyawan dapat maksimal dalam menyelesaikan tugasnya serta berusaha setia dan tidak akan meninggalkan perusahaan.]]>
<![CDATA[Pengaruh Kepemimpinan Transformasional pada Kesejahteraan Psikologis dengan Kepuasan Kerja dan Kepercayaan Diri sebagai Variabel Mediasi ]]>
<![CDATA[Saputro, Fandi Aji]]>;
<![CDATA[Palupiningdyah, Palupiningdyah]]>
<![CDATA[ Management Analysis Journal Vol 6 No 3 (2017): Management Analysis Journal ]]>
Publisher : <![CDATA[Universitas Negeri Semarang ]]>
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DOI: 10.15294/maj.v6i3.17839
<![CDATA[Tujuan dari penelitian ini untuk mengetahui pengaruh langsung dan tidak langsung kepemimpinan transformasional terhadap kesejahteraan psikologis melalui kepuasan kerja dan kepercayaan diri sebagai variabel mediasi. Populasi dari penelitian ini adalah semua karyawan teknik tetap PT Perkebunan Nusantara IX unit kebun Getas, Salatiga yaitu sebesar 82 orang. Metode pengumpulan data menggunakan metode wawancara, kuesioner, studi kepustakaan, dan observasi. Berdasarkan hasil analisis jalur (path analysis) diperoleh pengaruh langsung kepemimpinan transformasional terhadap kesejahteraan psikologis sebesar 0.268, sedangkan pengaruh tidak langsung kepemimpinan transformasional terhadap kesejahteraan psikologis melalui kepuasan kerja sebesar 0.304. Kemudian pengaruh tidak langsung kepemimpinan transformasional terhadap kesejahteraan psikologis melalui kepercayaan diri sebesar 0.336. Kesimpulan dari penelitian ini adalah pengaruh tidak langsung kepemimpinan transformasional terhadap kesejahteraan psikologis melalui kepuasan kerja lebih besar dibanding pengaruh langsung yaitu 0.304>0.268. Kemudian, pengaruh tidak langsung kepemimpinan transformasional terhadap kesejahteraan psikologis melalui kepercayaan diri lebih besar dibanding pengaruh langsung yaitu 0.336>0.268. Saran dari hasil penelitian ini yaitu perusahaan diharapkan dapat memberikan tambahan bonus atau gaji insentif agar meningkatkan kepuasan kerja dan atasan lebih memotivasi bawahannya agar kepercayaan diri karyawan meningkat. Peneliti selanjutnya diharapkan dapat memperluas objek penelitian pada penelitian ini.]]>
