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All Journal Jurnal Ekonomi Jurnal Info Sains : Informatika dan Sains
Rio Mattajang
Universitas Nasional
Computer Science & IT Economics, Econometrics & Finance

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THE EFFECT OF COMPENSATION, TRANSFORMATIONAL LEADERSHIP STYLE, INTRINSIC MOTIVATION ON EMPLOYEE PERFORMANCE THROUGH JOB SATISFACTION IN THE CUSTOMER SATISFACTION MANAGEMENT DIVISION PT. BUKALAPAK.COM TBK Edi Sugiono; Muhamad Febriyadi; Rio Mattajang
Jurnal Ekonomi Vol. 11 No. 03 (2022): Jurnal Ekonomi, 2022 Periode Desember
Publisher : SEAN Institute

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This study aims to determine the effect of compensation, transformational leadership style, intrinsic motivation on employee performance through job satisfaction in the Customer Satisfaction Management Division of PT. Bukalapak.Com Tbk. The method used in this study is a quantitative method and hypothesis testing is carried out with SEM analysis techniques. The results of this study indicate that compensation has a negative and insignificant effect on job satisfaction, transformational leadership style and intrinsic motivation have a positive and significant effect on job satisfaction. Compensation has a positive and insignificant effect on employee performance, transformational leadership style has a negative and significant effect on employee performance, intrinsic motivation and job satisfaction have a positive and significant effect on employee performance. Compensation has a negative and insignificant effect on Employee Performance through Job Satisfaction, Transformational Leadership Style has a positive and insignificant effect on Employee Performance through Job Satisfaction, Intrinsic Motivation has a positive and significant effect on Employee Performance through Job Satisfaction.
THE IMPORTANCE OF SOFT SKILLS DEVELOPMENT IN HUMAN RESOURCE MANAGEMENT Rio Mattajang
Jurnal Ekonomi Vol. 12 No. 04 (2023): Jurnal Ekonomi, 2023
Publisher : SEAN Institute

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Soft skills, which include interpersonal skills, effective communication, leadership, and teamwork, play a crucial role in improving individual and organizational performance as a whole. Soft skills, which include interpersonal skills, effective communication, leadership, and teamwork, play a crucial role in improving individual and organizational performance as a whole. This research uses a qualitative approach with descriptive methods. The research results show that soft skills, such as communication skills, teamwork, creativity, adaptability and work ethic, have a crucial role in the world of work. Soft skills are not only an individual's innate character, but can also be learned through social interaction and self-awareness. The importance of developing soft skills is increasingly felt in human resource management in the era of workplace transformation. The direct impact of developing soft skills includes increased productivity, customer satisfaction, and constructive conflict management. The soft skills development strategy in HRM involves a holistic approach, from redesigning job descriptions to implementing psychometric tests. Behavioral interviews, skill development programs, and a culture of continuous learning are key in creating an environment where individuals continue to thrive. Overall, the integration of soft skills in HRM strategy is an important step to ensure a balance between technical skills and human skills in dealing with the complexity and dynamics of the modern workplace.
Organizational Agility: HR Practices for Facing Rapid Change in the Digital Era Rio Mattajang
Jurnal Info Sains : Informatika dan Sains Vol. 13 No. 03 (2023): Informatika dan Sains , Edition December 2023
Publisher : SEAN Institute

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Rapid technological developments and business dynamics in the digital era require organizations to be more responsive and adaptive to change. This research aims to explore the concept of organizational agility and identify Human Resource Management (HRM) practices that are effective in building organizational agility to face the challenges of rapid change. The research method used involves literature analysis with a qualitative descriptive approach. The research results show that in facing rapid changes in the digital era, the implementation of Human Resource Management (HRM) practices plays an important role in shaping organizational agility. Practices such as building flexible organizational structures, assignment of employees based on tasks, empowerment and autonomy, open feedback systems, skills development and continuous education, teamwork and collaboration, focus on employee well-being, careful recruitment and selection, and integration of technology support the goals creating a responsive and adaptive work environment. Nonetheless, challenges such as changing skill requirements, data security, organizational culture changes, system integration, and conflict resolution between employees and technology need to be addressed carefully. With continued commitment, organizations can overcome these challenges and build a solid foundation to become more responsive, innovative and competitive in the ever-evolving digital business era.
Co-Authors Muhamad Febriyadi Sugiono, Edi