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Workforce Agility : Improving Employee Performance from the perspective of a Competitive Work Environment Hamy Wahjunianto
Enrichment : Journal of Management Vol. 12 No. 5 (2022): December: Management Science And Field
Publisher : Institute of Computer Science (IOCS)

This study aims to describe and examine the effect of a competitive environment perspective on workforce agility and its impact on employee performance—the population of employees in various branch offices of PT Kualita Media Tama. Sampling used the Slovin formula with a margin of error of 10% to obtain a quota of 124 samplings. Performance appraisal data was taken from HR Department documents, employee agility was measured from the Scaled Agile Framework (SAFe), and competitive environment perspective data was measured using the environment competitive scale (CES) Thurstone scale model. Data analysis used inferential statistics to describe each variable, and the decision-making hypothesis used linear regression analysis. The study's results prove that a competitive work environment affects workforce agility and employee performance. Workforce agility affects employee performance, and a competitive work environment through workforce agility affects employee performance. Workforce agility can contribute significantly more effectively than a competitive work environment to employee performance. The results of this study recommend that company management improve employee agility by establishing a competitive work environment as a means of organizational learning and through training.

Analisis Status Pekerja, Kompetensi Karyawan dan Budaya Kerja terhadap Kinerja Karyawan PT. Mitra Pinasthika Mulia Surabaya Hamy Wahjunianto; Sulastri Sulastri
MAPAN: Jurnal Manajemen Akuntansi Palapa Nusantara Vol 7, No 1 (2022): JMAPAN
Publisher : Sekolah Tinggi Ilmu Ekonomi Yapan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.51774/mapan.v7i1.184

This study aims to determine whether the variables of employee status, employee competence and work culture simultaneously have a significant effect on the performance of employees of PT. Mitra Pinasthika Mulia Surabaya. Data collection techniques were carried out through questionnaires, interviews, and observations, which consisted of primary data and secondary data. Furthermore, the data were analyzed quantitatively, using statistical models in the SPSS 22.00 program, with descriptive analysis techniques and multiple linear regression analysis. The results showed that: There was a simultaneous (simultaneous) independent variable in the form of worker status, competence and work culture on the dependent variable, namely employee performance at PT. Mitra Pinasthika Mulia Surabaya, Based on the results of the t-test calculations carried out, it can be seen that the independent variables in the form of worker status, competence and work culture partially have a significant effect on the dependent variable, namely the performance of employees at PT. Mitra Pinasthika Mulia Surabaya.

Pengaruh Punishment, Reward dan Rolling terhadap Disiplin Kerja Karyawan pada PT. Puji Surya Indah Surabaya Siti Masruroh; Hamy Wahjunianto
MAPAN: Jurnal Manajemen Akuntansi Palapa Nusantara Vol 8, No 1 (2023): JMAPAN
Publisher : Sekolah Tinggi Ilmu Ekonomi Yapan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.51774/mapan.v8i1.206

Tujuan penelitian ini adalah untuk mengetahui apakah variabel punishment, reward dan rolling pegawai berpengaruh secara simultan dan parsial terhadap disiplin kerja karyawan pada PT. Puji Surya Indah Surabaya. Populasi dalam penelitian ini adalah karyawan tetap PT. Puji Surya Indah Surabaya adalah 100 orang, dengan sampel sebanyak 80 responden. Untuk mengetahui pengaruh variabel punishment, reward, dan rolling pegawai terhadap variabel disiplin kerja karyawan digunakan uji regresi linier berganda. Dari uraian dan hasil penelitian maka dapat ditarik kesimpulan sebagai berikut: Dari hasil penelitian dapat disimpulkan bahwa variabel Punishment (X1), Reward (X2), dan Rolling (X3) secara bersama-sama mempunyai pengaruh yang signifikan terhadap Disiplin Kerja(Y). Terbukti dari hasil Fhitung sebesar 29.521 dengan nilai signifikansi sebesar 0.000 dimana lebih kecil dari taraf signifikansi =0,05. Maka dapat disimpulkan Ho ditolak dan Hi diterima. Dari pengujian dengan uji t diketahui bahwa variabel bebas Punishment (X1), Reward (X2), dan Rolling (X3) berpengaruh terhadap Disiplin Kerja(Y). Hal ini dibuktikan dengan uji t yang menunjukkan nilai signifikansi lebih kecil dari 0,05 yaitu : Diperoleh thitung dari hasil analisis regresi linier berganda untuk variabel Punishment (X1) sebesar 2.406 dengan signifikansi 0.048 Diperoleh thitung dari hasil analisis regresi linier berganda untuk variabel Reward (X2) sebesar 2.042 dengan signifikansi 0.045 Diperoleh thitung dari hasil analisis regresi linier berganda untuk variabel Rolling (X3) sebesar 3.019 dengan signifikansi 0.003 Dari hasil perhitungan regresi linier berganda, diketahui yang memiliki nilai koefisien regresi paling besar adalah dari koefisisen variabel Rolling (X3) sebesar 3.019 dibandingkan variabel bebas lainnya. Sehingga variabel Rolling (X3) merupakan faktor yang dominan mempengaruhi Disiplin Kerja (Y)

Analisis emotional intelligence, self efficacy dan interpersonal communication terhadap performance melalui motivation kerja pada PT. Jasa Raharja Surabaya Hamy Wahjunianto
MAPAN: Jurnal Manajemen Akuntansi Palapa Nusantara Vol 8 No 2 (2023): JMAPAN
Publisher : LPPM STIE YAPAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.51774/mapan.v8i2.210

PT. Jasa Raharja Surabaya harus melakukan restrukturisasi (penataan kembali) dan reformasi dengan harapan akan adanya perubahan yang berkelanjutan. Pengelolaan pegawai yang tepat akan menciptakan kinerja pegawai yang tinggi yang nantinya akan mendorong peningkatan kinerjanya. Tetapi PT. Jasa Raharja Surabaya menghadapi permasalahan pada penurunan kualitas dan kuantitas hasil pekerjaan dari standar kerja yang ditentukan. Banyak faktor-faktor yang mempengaruhi kinerja karyawan diantaranya dengan emotional intelligence, self efficacy dan interpersonal communication Populasi pada penelitian ini adalah seluruh pegawai PT. Jasa Raharja Surabaya, dengan jumlah sampel sebanyak 80 orang. Teknik analisis yang digunakan adalah dengan menggunakan analisis PLS. Berdasarkan hasil analisis dan pengujian hipotesis yang telah dilakukan dan tujuan yang hendak dicapai dari penelitian, maka dapat diperoleh kesimpulan sebagai berikut : Hasil analisis diperoleh emotional intelligence tidak memiliki kontribusi terhadap motivation. Self efficacy tidak memiliki kontribusi terhadap motivation. Interpersonal communication memiliki kontribusi terhadap motivation. Emotional intelligence tidak memiliki kontribusi terhadap Performance. Hasil analisis diperoleh self efficacy tidak memiliki kontribusi terhadap Performance. Interpersonal communication memiliki kontribusi terhadap Performance. Hasil analisis diperoleh motivation memiliki kontribusi terhadap Performance, dan variabel interpersonal communication memberikan efek tidak langsung terbesar terhadap Performance melalui motivation . Hal tersebut menunjukkan bahwasannya interpersonal communication akan semakin meningkat ketika melalui motivation.

Pengaruh Work-Life Balance dan Psychological Capital terhadap Retensi Karyawan Hamy Wahjunianto; Erwin Tjahjuadi
MAPAN: Jurnal Manajemen Akuntansi Palapa Nusantara Vol 10 No 2 (2025): JMAPAN
Publisher : LPPM STIE YAPAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.51774/mapan.v10i2.255

Employee retention has become a critical issue in human resource management, as high employee turnover rates can result in significant losses for companies. Among the factors believed to influence employee retention are work-life balance and psychological capital. This study aims to analyze the effect of work-life balance and psychological capital on employee retention at JKM Sidoarjo, both partially and simultaneously. This study employs a quantitative approach using a survey method. The research population consisted of all 70 employees of JKM Sidoarjo, and a saturated sampling technique was therefore applied. Data were collected through a Likert scale questionnaire and analyzed using multiple linear regression with the assistance of SPSS. Prior to the main analysis, validity tests, reliability tests, and classical assumption tests were conducted. The results indicate that work-life balance has a positive and significant effect on employee retention, with a t-value of 4.196 and a significance level of 0.000. Psychological capital also exerts a positive and significant effect on employee retention, with a t-value of 5.442 and a significance level of 0.000. Simultaneously, both variables significantly influence employee retention, as evidenced by an F-value of 52.431 and a significance level of 0.000. The Adjusted R Square value of 0.598 indicates that both variables collectively contribute 59.8% in explaining the variation in employee retention. It is therefore concluded that improvements in work-life balance and psychological capital can effectively enhance employee retention within the company

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