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All Journal Jurnal Siasat Bisnis Jurnal Keuangan dan Perbankan Kinerja JBTI : Jurnal Bisnis : Teori dan Implementasi Benefit: Jurnal Manajemen dan Bisnis Riset Akuntansi dan Keuangan Indonesia Bussman Journal : Indonesian Journal of Business and Management Journal of International Conference Proceedings Strata Social and Humanities Studies Journal of Business Innovation and Research International Journal of Economics, Business and Innovation Research Multidiscience: Journal of Multidisciplinary Science
Yuni Siswanti
UPN ?Veteran? Yogyakarta, Mahasiswa Program S3 FE Universitas Islam Indonesia
Religion Arts Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Electrical & Electronics Engineering Engineering Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Medicine & Pharmacology Social Sciences

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PENGARUH PEMEDIASIAN KOMITMEN ORGANISASIONAL DALAM HUBUNGAN ANTARA KEPUASAN KERJA DAN INTENT TO LEAVE Studi pada Rumah Sakit di Yogyakarta Siswanti, Yuni
Benefit Volume 10 No 2 Desember 2006
Publisher : Universitas Muhammadiyah Surakarta

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Abstract

The purpose of this research is to examine the influence of organizational commitment as mediatingvariable in relation between job satisfaction and intentto leave. The samples were nurses those workingat DKT, Panti Rapih, Bethesda, and PKU Muhammadiyah hospital’s in Jogjakarta. Of the 126 questionnaires were distributed to the nurses, 107 data that can employ on this study.The data were collected use 4-item job satisfaction, 6-item for each three dimension organizational commitment, 3-itemintnt to leave. The overall instruments those used in this study were perceptive instruments.Simple regression analysis was used to examinethe influence independent variable todependent variable.Regression analysis (Ballon and Kenny Model’s) wasused to examine whether organizational commitmentbecome mediating variable in relationbetween job satisfaction and intent to leave.
PENGARUH PEMEDIASIAN KOMITMEN ORGANISASIONAL DALAM HUBUNGAN ANTARA KEPUASAN KERJA DAN INTENT TO LEAVE Studi pada Rumah Sakit di Yogyakarta Siswanti, Yuni
Benefit: Jurnal Manajemen dan Bisnis Benefit : Kumpulan Makalah Diskusi Dosen FE UMS Volume 10 No 2 Desember 2006
Publisher : Universitas Muhammadiyah Surakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.23917/benefit.v10i2.1238

Abstract

The purpose of this research is to examine the influence of organizational commitment as mediatingvariable in relation between job satisfaction and intentto leave. The samples were nurses those workingat DKT, Panti Rapih, Bethesda, and PKU Muhammadiyah hospital’s in Jogjakarta. Of the 126 questionnaires were distributed to the nurses, 107 data that can employ on this study.The data were collected use 4-item job satisfaction, 6-item for each three dimension organizational commitment, 3-itemintnt to leave. The overall instruments those used in this study were perceptive instruments.Simple regression analysis was used to examinethe influence independent variable todependent variable.Regression analysis (Ballon and Kenny Model’s) wasused to examine whether organizational commitmentbecome mediating variable in relationbetween job satisfaction and intent to leave.
Memahami Agency Relationship dan Manajemen Stakeholder Relationship dalamMenghadapi Ketidakpastian Lingkungan Siswanti, Yuni
Riset Akuntansi dan Keuangan Indonesia Vol 4, No 2 (2005): Jurnal Akuntansi dan Keuangan
Publisher : Universitas Muhammadiyah Surakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.23917/reaksi.v4i2.3589

Abstract

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KETEGARAN UPAH NOMINAL UNTUK TURUN: BUKTI EMPIRIS EKSPERIMEN Susanto, Joko; Siswanti, Yuni; Windyastuti, Windyastuti
KINERJA Vol 18, No 1 (2014): Kinerja
Publisher : Faculty of Economics Universitas Atma Jaya Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24002/kinerja.v18i1.515

Abstract

This study aims to analyze the downward nominal wage rigidity and the difference in degree of downward nominal wage rigidity between the economy with unemployment benefits and the economy without unemploymentbenefit. An experimental method in the form of nominal wage bargaining between employees and employers was aplied in this study. The subject of the experiment are the alumni of UPN “Veteran” Yogyakarta who havework experience at least 1 year. Panel data regression and t- test was employed to make conclusions from the experiment. Results show that there is evidence of downward nominal wage rigidity. Nominal wages in theeconomy with unemployment benefits was proved to be more rigid to decrease than the nominal wages in the economy without unemployment benefit.
Pengaruh Servant Leadership Terhadap Employee’s Organizational Member Performance (Eomp) Dimediasi Oleh Disiplin Kerja Dan Dukungan Organisasional Persepsian Siswanti, Yuni; Anjasasi, Fintya Anggri
Jurnal Bisnis : Teori dan Implementasi Vol 8, No 2 (2017): Oktober 2017
Publisher : Universitas Muhammadiyah Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.18196/bti.82091

Abstract

Penelitian ini bertujuan untuk mengetahui : (1) Pengaruh servant leadership terhadap employee’s organizational member performance / EOMP) (H1), (2) pengaruh servant leadership terhadap EOMP  dimediasi oleh dukungan organisasional persepsian (POS) (H2), (3) pengaruh servant leadership terhadap EOMP  dimediasi oleh disiplin kerja (H3). Sampel dalam penelitian ini adalah seluruh karyawan pada PT. Pos Indonesia Cabang Wates, Kulon Progo, Yogyakarta.. Teknik uji hipotesis menggunakan analisis regresi sederhana dan analisis jalur (path analysis).  Hasil penelitian ini menemukan bahwa : (1) Servant Leadership berpengaruh positif dan signifikan terhadap EOMP  (H1terdukung);  (2) dukungan organisasional persepsian  memediasi pengaruh servant leadership terhadap kinerja karyawan.(H2 terdukung); (3) disiplin kerja memediasi pengaruh servant leadership terhadap EOMP  (H3 terdukung). Metode penelitian dengan sensus dan metode pengambilan data dengan kuesioner dan wawancara. Responden adalah semua pegawai tetap di . PT. Pos Indonesia Cabang Wates, Kulon Progo, Yogyakarta,sejumlah 50 orang karyawan. Hasil penelitian ini penting untuk didiskusikan lebih lanjut bagi penelitian selanjutnya,terutama peran servant leadership terhadap peningkatan variabel kunci yang lain dalam organisasi.
Pengaruh Servant Leadership Terhadap Employee’s Organizational Member Performance (Eomp) Dimediasi Oleh Disiplin Kerja Dan Dukungan Organisasional Persepsian Siswanti, Yuni; Anjasasi, Fintya Anggri
JBTI : Jurnal Bisnis : Teori dan Implementasi Vol 8, No 2 (2017): Oktober 2017
Publisher : Universitas Muhammadiyah Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.18196/bti.82091

Abstract

Penelitian ini bertujuan untuk mengetahui : (1) Pengaruh servant leadership terhadap employee’s organizational member performance / EOMP) (H1), (2) pengaruh servant leadership terhadap EOMP  dimediasi oleh dukungan organisasional persepsian (POS) (H2), (3) pengaruh servant leadership terhadap EOMP  dimediasi oleh disiplin kerja (H3). Sampel dalam penelitian ini adalah seluruh karyawan pada PT. Pos Indonesia Cabang Wates, Kulon Progo, Yogyakarta.. Teknik uji hipotesis menggunakan analisis regresi sederhana dan analisis jalur (path analysis).  Hasil penelitian ini menemukan bahwa : (1) Servant Leadership berpengaruh positif dan signifikan terhadap EOMP  (H1terdukung);  (2) dukungan organisasional persepsian  memediasi pengaruh servant leadership terhadap kinerja karyawan.(H2 terdukung); (3) disiplin kerja memediasi pengaruh servant leadership terhadap EOMP  (H3 terdukung). Metode penelitian dengan sensus dan metode pengambilan data dengan kuesioner dan wawancara. Responden adalah semua pegawai tetap di . PT. Pos Indonesia Cabang Wates, Kulon Progo, Yogyakarta,sejumlah 50 orang karyawan. Hasil penelitian ini penting untuk didiskusikan lebih lanjut bagi penelitian selanjutnya,terutama peran servant leadership terhadap peningkatan variabel kunci yang lain dalam organisasi.
ANTESEDEN PEMBERDAYAAN KARYAWAN BANK DAN KONSEKUENSINYA TERHADAP KINERJA INDIVIDU Yuni Siswanti; Anis Siti Hartati
Jurnal Keuangan dan Perbankan Vol 17, No 3 (2013): September 2013
Publisher : University of Merdeka Malang

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (262.887 KB) | DOI: 10.26905/jkdp.v17i3.765

Abstract

This study investigated the impact of mediation effect of empowerment to relation among locus of control,organization tenure, education, leadership, and teams strength of team, belief of team, organizational culture,and Leader Member Exchange to employee performance. The Participants were employees (n=134) from someprivate banks in Jogjakarta with purpossive sampling.We used SEM to test hypotheses. Findings showed that:(1) empowerment had direct effect to employee performance (H1) supported), and (2) empowerment becamepartially mediated variable among locus of control, organization tenure, education, leadership, strength ofteam, belief of team, organizational culture, and Leader Member Exchange (LMX) to employee performance(H2) supported. Locus of control, organization tenure, education, leadership, strength of team, belief of team,organizational culture, and Leader Member Exchange had direct effect to employee performance.
Analisis Pengaruh Stres Kerja dalam Memediasi Hubungan Antara Politik Organisasional dengan Perilaku Agresif (Studi Kasus pada RS PKU Muhammadiyah dan DKT Di Yogyakarta) Yuni Siswanti
Jurnal Siasat Bisnis Vol. 11 No. 2 (2006)
Publisher : Management Development Centre (MDC) Department of Management, Faculty of Business and Economics Universitas Islam Indonesia

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Abstract

This research aim to test the impact of organizational politics to job distress and aggressive behavior, and research mediation effect job distress of relation of organizational politics and aggressive behavior. The data were collected from two hospitals, are PKU and DKT in Jogjakarta from nurses. Total respondent were 86 peoples. Regression and hierarchical regression Analysis (HRA) analyzed the data. The interesting result that organizational politics was direct effected to job distress, but wasn’t direct effected to aggressive behavior. The research has succeeded establish that job distress as mediator variable in the relation of organizational politics and aggressive behavior.Keywords:  organizational behavior, job distress, aggressive behavior
Memahami Agency Relationship dan Manajemen Stakeholder Relationship dalamMenghadapi Ketidakpastian Lingkungan Yuni Siswanti
Riset Akuntansi dan Keuangan Indonesia Vol 4, No 2 (2005): Jurnal Akuntansi dan Keuangan
Publisher : Universitas Muhammadiyah Surakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.23917/reaksi.v4i2.3589

Abstract

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The Influence of Organizational Culture to Innovation Behavior: A Hierarchical Linear Modelling Approach Siswanti, Yuni; Nurhariati, Emmy
Journal of International Conference Proceedings Vol 5, No 5 (2022): 2nd Wimaya International Conference Proceeding
Publisher : AIBPM Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32535/jicp.v5i5.2087

Abstract

Purpose – The purpose of this paper is to use Hierarchical Linear Modelling Approach of the studies that have analyzed the impact of organizational culture (innovative-oriented culture, learning culture, adhocracy culture, clan culture, hierarchical culture, and market/rational culture) on innovative behavior.Design/methodology/approach – The authors carried out a Hierarchical Linear Modelling (HLM). Based on a total of 240 in SMEs actors of culinary creative business Sleman Regency, Yogyakarta, Indonesia.  Data collection with questionnaires and interviews.Findings – After reporting the findings of the HLM, the authors discuss how a variety of culturally related factors combine to facilitate or restrict innovation performance in their corresponding cluster. The findings highlight the complex and idiosyncratic relationship between culture and innovation. Future research lines are recommended.Research limitations – The data in this study is gathered using a cross-sectional method. Future research will be much improved if it is done as a longitudinal study over a period of time, so that the consistency of respondents’ answers on the same variables and instruments can be known.Practical implications – The paper offers interesting implications for managers and academia. For business practitioners, this study can provide a useful reference regarding the role of cultures in the corporate internal management or international operations; especially for small business in culinary, the study can provide a current research landscape and development process in this field.Originality/value – The findings are derived from a hierarchical linear modelling (HLM) that has studied the influence of culture on innovation behavior. Study about the influence of organizational culture on innovation using HLM is very limited, especially in small and medium-sized businesses. In addition, implications and insights as to where future research might be usefully inquired in this field are provided.Keywords: Organizational culture; Innovative Behavior; Hierarchical Linear Modelling
Co-Authors Andarini, Siska Anis Siti Hartati Anjasasi, Fintya Anggri Anjasasi, Fintya Anggri Arief Subyantoro Budi Nugroho, Anto Gina, Nabila Hendro Widjanarko JOKO SUSANTO Kaban, Persadan Canisus Nurhariati, Emmy PURBUDI WAHYUNI, PURBUDI Siti Durotul Khasanah Sudaryati Sudaryati Tulak, Wasty Windyastuti Windyastuti, Windyastuti Yuandana, Hendra Yusna Bantulu Yustika, Annisa