Articles
<![CDATA[Effect of Leader Member Exchange on Innovative Work Behaviour throught Work Eengagement as a Mediation ]]>
<![CDATA[Ratnasari, Dita]]>;
<![CDATA[Wulansari, Nury Ariani]]>
<![CDATA[ Management Analysis Journal Vol 8 No 2 (2019): Management Analysis Journal ]]>
Publisher : <![CDATA[Universitas Negeri Semarang ]]>
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DOI: 10.15294/maj.v8i2.28710
<![CDATA[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.]]>
<![CDATA[Building Knowledge Sharing Intention with Interpersonal Trust as a Mediating Variable ]]>
<![CDATA[Elianto, Whisnu]]>;
<![CDATA[Wulansari, Nury Ariani]]>
<![CDATA[ Jurnal Manajemen Teknologi Vol 15, No 1 (2016) ]]>
Publisher : <![CDATA[SBM ITB ]]>
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DOI: 10.12695/jmt.2016.15.1.5
<![CDATA[Abstract. Knowledge sharing is a key aspect of knowledge management activities. The purpose of this study is to investigate the effect of personal competence on knowledge sharing intention which mediated by interpersonal trust. The data were collected from student's Postgraduate Program Universitas Negeri Semarang as many 146 in numbers. Analysis path was proposed for measuring effect of cultural intelligence and self-efficacy on knowledge sharing intention. The role of interpersonal trust as mediation was being measured too. The results show that the cultural intelligence which is owned by an individual will lead to trust among individuals and then to share one's knowledge, also the person who have self-efficacy will increase his desire to share knowledge with fellow students. All hypothesis supported except cultural intelligence, which was unsupported affect the willingness to share knowledge.Keywords: cultural intelligence, self-efficacy, interpersonal trust, knowledge sharing intention.Abstrak. Proses berbagi pengetahuan merupakan aspek kunci dalam manajemen pengetahuan. Penelitian ini bertujuan untuk mengetahui pengaruh kompetensi individu dan kepercayaan pada keinginan berbagi pengetahuan. Data dalam penelitian ini diambil dari mahasiswa Pascasarjana Unnes sebanyak 146 mahasiswa. Model analisis jalur diajukan guna melihat pengaruh kecerdasan budaya dan efikasi diri secara langsung pada keinginan berbagi pengetahuan. Peran mediasi kepercayaan antar individu diukur untuk menjadi perantara hubungan tidak langsung. Hasil menunjukkan bahwa kecerdasan budaya yang dimiliki oleh seorang individu akan menimbulkan kepercayaan antar individu untuk saling berbagi pengetahuan dan efikasi diri seseorang akan meningkatkan keinginannya untuk berbagi pengetahuan dengan sesama mahasiswa. Semua hipotesis terdukung kecuali kecerdasan budaya yang tidak terdukung mempengaruhi keinginan berbagi pengetahuan.Kata Kunci: kecerdasan budaya, efikasi diri, kepercayaan antar individu, keinginan berbagi pengetahuan.]]>
<![CDATA[EMPLOYEE SUCCESS THROUGH THE LEVEL OF EMOTIONAL INTELLIGENCE AND SPIRITUAL INTELLIGENCE ]]>
<![CDATA[Selviyani, Retno]]>;
<![CDATA[Wulansari, Nury Ariani]]>
<![CDATA[ Management Analysis Journal Vol 8 No 3 (2019): Management Analysis Journal ]]>
Publisher : <![CDATA[Universitas Negeri Semarang ]]>
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DOI: 10.15294/maj.v9i3.33394
<![CDATA[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.]]>
<![CDATA[HE EFFECT OF PROTEAN CAREER ATTITUDES AND BOUNDARYLESS CAREER ATTITUDES TO CAREER SATISFACTION’S LECTURERS WITH THE ROLE OF CAREER ADAPTABILITY AS A MEDIATOR ]]>
<![CDATA[Natasya, Asmo Dini]]>;
<![CDATA[Wulansari, Nury Ariani]]>
<![CDATA[ Management Analysis Journal Vol 8 No 4 (2019): Management Analysis Journal ]]>
Publisher : <![CDATA[Universitas Negeri Semarang ]]>
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DOI: 10.15294/maj.v9i4.34660
<![CDATA[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.]]>
<![CDATA[EMPLOYEE PERFORMANCE IMPROVEMENT MODELS ]]>
<![CDATA[Rahmasari, Mei Rista]]>;
<![CDATA[Wulansari, Nury Ariani]]>
<![CDATA[ Management Analysis Journal Vol 9 No 1 (2020): Management Analysis Journal ]]>
Publisher : <![CDATA[Universitas Negeri Semarang ]]>
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DOI: 10.15294/maj.v9i1.35215
<![CDATA[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.]]>
<![CDATA[RELIGIOSITY AS A MODERATION OF THE EFFECT OF INTELLECTUAL AND SPIRITUAL QUOTIENT ON EMPLOYEE PERFORMANCE ]]>
<![CDATA[Noegroho, Andro Dewantara]]>;
<![CDATA[Wulansari, Nury Ariani]]>
<![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.v9i2.35635
<![CDATA[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.]]>
<![CDATA[Mediator Role of Subjective Well-Being and Job Satisfaction in Relationship Psychological Capital on Career Commitment ]]>
<![CDATA[Agustini, Tri]]>;
<![CDATA[Wulansari, Nury Ariani]]>
<![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.v9i4.41883
<![CDATA[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.]]>
<![CDATA[Efforts to Improve the Performance of Medical Personnel through Perceived Organizational Support ]]>
<![CDATA[Ranihusna, Desti]]>;
<![CDATA[Ulfa, Unzilla Ainun]]>;
<![CDATA[Wulansari, Nury Ariani]]>;
<![CDATA[Wartini, Sri]]>
<![CDATA[ JDM (Jurnal Dinamika Manajemen) Vol 12, No 1 (2021): March 2021 (DOAJ Indexed) ]]>
Publisher : <![CDATA[Department of Management, Faculty of Economics, Universitas Negeri Semarang ]]>
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DOI: 10.15294/jdm.v12i1.27612
<![CDATA[The Universal Health Coverage program was implemented in 2014, have several impacts, one of the impacts is to increase patient visits to first-level or upper-level health facilities. Patient visits data used to compile the medical performance that will be assessed and evaluated by Dinas Kesehatan Central Java Province. The average patient visits in several working of Public Health Center known as Balkesmas in Central Java Province show a significant decrease. Meanwhile, the COVID-19 pandemic makes Balkesmas employees concerned about their health safety and their family’s health safety. Therefore, organizational support and work engagement are very important to feel comfortable and safe at work to improve their performance. The purpose of the research is to examine Balkesmas employees’ performance system through perceived organizational support and work engagement. This research methodology is quantitative research and used questionnaires distributed to 86 employees. Research hypotheses were tested used the structural equation model method with the SmartPLS 3.0 program. All of the research hypotheses are acceptable and show a significant effect, so it can be concluded that the better of perceived organizational support and the higher of work engagement, employees' performance will be increased. ]]>
<![CDATA[Pengaruh Keadilan Prosedural pada Perilaku Kewargaan Organisasional melalui Komitmen Organisasi ]]>
<![CDATA[Ariasti, Rizki Febrina]]>;
<![CDATA[Wulansari, Nury Ariani]]>
<![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.v6i1.5586
<![CDATA[Tujuan penelitian ini untuk mengetahui pengaruh keadilan prosedural pada perilaku kewargaan organisasional dengan komitmen organisasi sebagai variable mediasi. Populasi dalam penelitian ini adalah guru sekolah dasar swasta di Kecamatan Semarang Timur berjumlah 178. Metode pengumpulan data menggunakan kuesioner. Penarikan sampel menggunakan teknik proportional random sampling. Sampel yang ditetapkan sebanyak 123 responden menggunakan rumus Slovin. Metode pengumpulan data menggunakan kuesioner, yang diukur menggunakan skala likert. Analisis data menggunakan analisis deskriptif, analisis regresi, dan analisis jalur dengan bantuan SPSS 21. Hasil penelitian menunjukkan bahwa keadilan prosedural berpengaruh positif pada perilaku kewargaan organisasional tetapi, kurang berpengaruh pada komitmen organisasi. Komitmen organisasi berpengaruh positif pada perilaku kewargaan organisasional. Dan komitmen organisasional dapat memediasi hubungan keadilan prosedural pada perilaku kewargaan organisasional pada guru SD Swasta di Kecamatan Semarang Timur Kota Semarang. Saran untuk peneliti selanjutnya diharapkan dapat menguji variabel mediasi yang berbeda pada model penelitian ini seperti dukungan organisasi, kepercayaan serta kepemimpinan.]]>
