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All Journal ESENSI: JURNAL BISNIS DAN MANAJEMEN MATRIK: JURNAL MANAJEMEN, STRATEGI BISNIS, DAN KEWIRAUSAHAAN Jurnal Manajemen Teknologi JDM (Jurnal Dinamika Manajemen) Language Circle : Journal of Language and Literature Jurnal Minds: Manajemen Ide dan Inspirasi Proceeding SENDI_U Management Analysis Journal Al Tijarah Jurnal Bisnis dan Manajemen Jurnal Pemberdayaan Masyarakat Madani (JPMM) Jurnal Ekonomi dan Bisnis SELAPARANG: Jurnal Pengabdian Masyarakat Berkemajuan DIJB (Diponegoro International Journal of Business) Journal of Public Administration and Government (JPAG) Jurnal Manajemen dan Pemasaran Jasa
Nury Ariani Wulansari
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Journal : Management Analysis Journal

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Effect of Leader Member Exchange on Innovative Work Behaviour throught Work Eengagement as a Mediation Ratnasari, Dita; Wulansari, Nury Ariani
Management Analysis Journal Vol 8 No 2 (2019): Management Analysis Journal
Publisher : Universitas Negeri Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15294/maj.v8i2.28710

Abstract

The purpose of this study to examine the influence of leader member exchange (LMX) on innovative work behavior is mediated by work engagement. The population in this study were employees of the plywood manufacturing division and the manufacture of plywood waste crafts PT. Karya Jaya Kendal as many as 200 people. The sample used was 133 people using proportional random sampling sampling technique. The method of collecting data using a questionnaire measured by a Likert scale. Data analysis method uses hypothesis testing and path analysis test using SPSS for Windows version 21 analysis. The results of this study are leader member exchange has a positive and significant effect on innovative work behavior. Work engagement mediates member exchange leaders on innovative work behavior. Work engagement mediates on innovative work behavior.
Employee Success through the Level of Emotional Intelligence and Spiritual Intelligence Selviyani, Retno; Wulansari, Nury Ariani
Management Analysis Journal Vol 8 No 3 (2019): Management Analysis Journal
Publisher : Universitas Negeri Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15294/maj.v9i3.33394

Abstract

The purpose of this study is to analyse the influence of emotional intelligence and spiritual intelligence on employee performance through work motivation as a mediating variable. The sample in this study amounted to 195 employees. The sampling technique uses probability sampling with the type of proportionate random sampling. The method of collecting data using a questionnaire measured by a likert scale. The analytical method used is descriptive ststistical test and version SmartPLS 3.0 software. The result showed that emotional intelligence has a positive and significant effect on work motivation, and has an effect on employee performance. However, spiritual intelligence does not have an influence on work motivation or employee performance. Work motivation has an influence on employee performance. Work motivation can also mediate the influence of emotional intelligence on employee performance. However, it cannot mediate the influence of spiritual intelligence on employee performance. This research is expected to be an entry for companies to be able to hold training to improve emotional intelligence and intellectual intelligence which is believed to improve employee performance in general banking.
he Effect of Protean Career Attitudes and Boundaryless Career Attitudes to Career Satisfaction’s Lecturers with The Role of Career Adaptability as A Mediator Natasya, Asmo Dini; Wulansari, Nury Ariani
Management Analysis Journal Vol 8 No 4 (2019): Management Analysis Journal
Publisher : Universitas Negeri Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15294/maj.v9i4.34660

Abstract

The purpose of this study was to determine what the positive effect of protean career attitudes are and unlimited career attitudes on career satisfaction of permanent lecturers with career adaptation variables as mediators. This research method is quantitative with a population of Semarang State University and Walisongo Islamic State University. The sampling technique uses proportional random sampling and the number of samples is 125 respondents. The data analysis method uses descriptive statistical tests and SmartPLS software version 3.0. The results showed that career adaptability is able to mediate the influence of protean career attitudes and boundaryless career attitudes on career satisfaction. For further research are to expand the object of research in various sectors of the company that have higher career prospects with different cultures and for Semarang State University and Walisongo Islamic State University can provide the widest opportunity for educators to develop their skills and mindset for improvement quality of learning and newness of expertise.
Employee Performance Improvement Models Rahmasari, Mei Rista; Wulansari, Nury Ariani
Management Analysis Journal Vol 9 No 1 (2020): Management Analysis Journal
Publisher : Universitas Negeri Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15294/maj.v9i1.35215

Abstract

The purpose of this research is to know the direct effect of work engagement, emotional intelligence, deep acting, and surface acting on employee performance. The population of this research is employees of 4 (four) BUMN Insurance companies in Semarang. The sampling technique used saturated sample technique and the number of samples are 121 employees. Methods of Data aollection used observation, interviews and questionnaires that were measured using a Likert scale. Methods of analysis of this study used the software of SPSS version 21. The results show that work engagement and emotional intelligence, respectively, had a significant positive effect on employee performance. Another case, with deep acting that does not show a significant effect on performance, while acting surface shows a negative effect on employee performance. The Conclusions of this study are optimal emotional intelligence will improve deep acting, surface acting, and work engagement roomates Ultimately Affects employee performance. Suggestions for companies to pay more attention to the emotional management capabilities of employees so that it does not Become a burden for employees. In addition to providing training in handling customers appropriately, and creating a comfortable working environment to support the expected emotional control in accordance with company requirements.
Religiosity as a Moderation of the Effect of Intellectual and Spiritual Quotient on Employee Performance Noegroho, Andro Dewantara; Wulansari, Nury Ariani
Management Analysis Journal Vol 9 No 2 (2020): Management Analysis Journal
Publisher : Universitas Negeri Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15294/maj.v9i2.35635

Abstract

The purpose of this study is to examine and Determine the moderating effect of religiosity from the effect between intellectual intelligence and spiritual intelligence on the performance of employees of state-owned bank branches conventional Tegal. This study took a sample of 115 employees using a multi-stage type of probability sampling technique, the which is a combination of proportional sampling and random sampling techniques. Data collection method is done by distributing questionnaires. The method of data analysis uses descriptive statistical tests and SmartPLS 3.0 software. The results of this study intellectual intelligence that has a positive effect on employee performance. Likewise, with spiritual intelligence has a positive effect on employee performance. In the moderation test, religiosity is not Able to moderate the relationship of intellectual intelligence on employee performance religiosity meaning that weakens the relationship, hypothesis 3 is rejected. Then, religiosity is Able to Strengthen the relationship of spiritual intelligence on employee performance hypothesis 4 is accepted meaning. Suggestions from this study, employees of conventional state-owned bank branch offices in Tegal city are expected to be Able to empower Reviews their intelligence in order to be Able to improve the level of performance in accordance with the company’s standards and for the management of conventional state -owned bank branch offices in Tegal city always provide motivation and establish communication with employees so that employees continue to maintain intellectual intelligence and spiritual intelligence in the work environment.
Mediator Role of Subjective Well-Being and Job Satisfaction in Relationship Psychological Capital on Career Commitment Agustini, Tri; Wulansari, Nury Ariani
Management Analysis Journal Vol 9 No 4 (2020): Management Analysis Journal
Publisher : Universitas Negeri Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15294/maj.v9i4.41883

Abstract

Abstract Career commitment is motivating force for a person to work in that career continuously, which is based on belief in value of job that has been chosen. Career commitment is influenced by several factors such as psychological capital, subjective well-being, and job satisfaction. This study aims to examine the mediating effect of subjective well-being and job satisfaction in the relationship of psychological capital to career commitment. The population in this study were State Civil Servant (ASN) of Regional Secretariat in Banjarnegara. The sampling technique in this study used is saturated sampling technique with a total sample of 112 ASN. Methods of data analysis using the Structural Equation Model (SEM) with analysis tools namely SmartPLS 3.0. The results of study indicate that psychological capital has a positive and significant influence on career commitment and also positive and significant on subjective well-being and job satisfaction. In addition, subjective well-being and job satisfaction also have a positive and significant effect on career commitment. Then, subjective well-being and job satisfaction mediate the effect of psychological capital on career commitment. Suggestions for the head of the department to hold training for work of an administrative nature in accordance with their position or duties and to create a pleasant work environment, for example, holding a State Civil Servant (ASN) gathering. If the State Civil Servant (ASN) is satisfied at work, then higher the career commitment will be.
Front Matter 10.2 Wulansari, Nury Ariani
Management Analysis Journal Vol 10 No 2 (2021): Management Analysis Journal
Publisher : Universitas Negeri Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15294/maj.v10i2.49124

Abstract

Job Satisfaction and Turnover Intention: are Workload and Organizational Commitment the Issue? Ramadhania, Gita Fajar; Wulansari, Nury Ariani
Management Analysis Journal Vol 11 No 2 (2022): Management Analysis Journal
Publisher : Universitas Negeri Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15294/maj.v11i2.56620

Abstract

The aim of this study was to examine the effect of workload and organizational commitment on turnover intention through job satisfaction. The sample in this study were non-civil servant health workers at psychiatric Hospital Dr. Amino Gondohutomo. The data collection method using questionnaires. The data analysis method used were Structure Equation Model-Partial Least Square (SEM-PLS) using the SmartPLS 3.0. The results showed that workload had no effect on turnover intention while organizational commitment and job satisfaction had a negative and significant effect on turnover intention. workload has a negative and significant effect on job satisfaction, organizational commitment has a positive and significant effect on job satisfaction. Job satisfaction successfully mediates the relationship between workload and organizational commitment on turnover intention. suggestions for hospital management can reduce the workload by increasing the number of health workers. And also, in increasing organizational commitment can create a harmonious atmosphere in the environment.
Work-Life Balance: Conceptualization, Antecedents and Consequences Wulansari, Nury Ariani; Harsono, Mugi
Management Analysis Journal Vol 11 No 4 (2022): Management Analysis Journal
Publisher : Universitas Negeri Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15294/maj.v11i4.64061

Abstract

The notion of work-life balance (WLB), which integrates two primary dimensions, engagement in work and non-work life, and minimum conflict between social role in one’s work and in one’s life has evolved from a review of much of the literature in previous research. Beside that, the identification of antecedent variables from both individual and organizational levels that could affect WLB and explained their influence on WLB are also examined in this study. To fully comprehend the differences in the factors that are able to influence WLB and are affected on WLB, identification of the consequent variables from the influence of WLB is also collected. From this identification process, future study path will be identified, and these directions will have consequences of leaving gaps for in-depth investigations and implications managerial policies related to WLB.
Co-Authors Adellia Eky Aryadi Adi Sofyan Ansori, Muhammad Agustini, Tri Ahmad Zaenuri Amalia, Sri Rizki Amalia, Sri Rizki Anggraeni Tri Rejeki, Anggraeni Tri Anindya Ardiansari Ariyati Bayu Bagas Hapsoro, Bayu Bagas Danik Setyaningrum Desti Ranihusna Desty Ranihusna, Desty Dian Kusumawardani Dida Sovia Wirdani Dikha Karuma Asiari Dita Ratnasari, Dita Dwi Wahyuningsih, Dwi Elianto, Whisnu Fitriani, Yayuk Fitriani, Yayuk Fredianaika Istanti Ida Maftukhah Ilham Maulana Ardiansyah Irawan Prasetyo Latifah Latifah Lintang Nawangsari Lu’lu’atul Maknun Mila Kurnia Pinandita Moh. Khoiruddin Mugi Harsono Natasya, Asmo Dini Ni'mah, Istianatun Nining Wahyuningsih Noegroho, Andro Dewantara Nugroho Wahyu Pratama Pangestu, Ragil Nunut Rahmasari, Mei Rista Ramadhania, Gita Fajar Reza Enindra Syahputra Rini Setyo Witiastuti Rizki Febrina Ariasti, Rizki Febrina S Martono Selviyani, Retno Setianingsih, Lita Laras Setianingsih, Lita Laras Siti Ridloah Sri Wartini Sugianti Sugianti Sulastri, Iis Sulastri, Iis Sulimah, Sulimah Sulimah, Sulimah Toto Susanto, Toto Ulfa, Unzilla Ainun Umi Dwi Poernomo, Umi Dwi Wijang Sakitri Yanti, Eka Warmi