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All Journal MIX : Jurnal Ilmiah Manajemen Jurnal Akuntansi : Kajian Ilmiah Akuntansi (JAK) Jurnal Riset Bisnis dan Manajemen Tirtayasa Journal Of Management Science (JMAS) Jurnal Mantik Jurnal Manajemen dan Bisnis Baja (JUMANIS BAJA) Dinasti International Journal of Digital Business Management Enrichment : Journal of Management JOURNAL OF BUSINESS AND ECONOMICS RESEARCH (JBE) Aksara: Jurnal Ilmiah Pendidikan Bahasa dan Sastra Indonesia Bima Abdi: Jurnal Pengabdian Masyarakat International Journal of Applied Finance and Business Studies Journal of Educational Sciences International Journal of Advanced Multidisciplinary JURNAL INOVASI DAN MANAJEMEN PENDIDIKAN Jurnal Pendidikan dan Media Pembelajaran Jurnal Krakatau (Indonesian of Multidiciplinary Journal) (Indonesian of Interdisciplinary Journal) Advances In Social Humanities Research Jurnal Manajemen Strategis Spiritus: Religious Studies and Education Journal IQTISHADUNA: Jurnal Ilmiah Ekonomi Kita EDUMULYA: Jurnal Pendidikan Agama Islam Indonesian Journal of English Language Teaching and Applied Linguistics
Didit Haryadi
Primagraha University Serang, Indonesia
Religion Humanities Computer Science & IT Decision Sciences, Operations Research & Management Earth & Planetary Sciences Economics, Econometrics & Finance Education Engineering Environmental Science Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Mathematics Physics Social Sciences Other

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Moderation: work culture to improve employee performance with a non-physical work environment Slamet Riyanto; Liza Mumtazah Damarwulan; Didit Haryadi
Jurnal Mantik Vol. 6 No. 3 (2022): November: Manajemen, Teknologi Informatika dan Komunikasi (Mantik)
Publisher : Institute of Computer Science (IOCS)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35335/mantik.v6i3.3258

Abstract

Organizations can achieve success through their resources, especially human resources. Therefore, employees become the locomotor in making a real contribution to the organization's success on an ongoing basis. Of course, only employees with optimal performance achieve this success. However, to maximize employee performance, there must be a strategy to increase it. This study aims to find out how this strategy improves employee performance. The PLS-SEM approach is used in this study. The results of this study indicate that the non-physical work environment and culture can affect employee performance. Work culture can strengthen the effect of the non-physical work environment on employee performance
Determinants of job satisfaction: internal communication relationships in improving employee performance Karsikah; Roni Kambara; Didit Haryadi; Agus David Ramdansyah
Enrichment : Journal of Management Vol. 12 No. 6 (2023): February: Management Science And Field
Publisher : Institute of Computer Science (IOCS)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35335/enrichment.v12i6.1162

Abstract

One of the efforts in improving employee performance is by building effective communication, among others, with internal communication between leaders and subordinates. This study aims to test and analyze the effect of job satisfaction, and internal communication on employee performance. The PLS-SEM approach was used in this study. The results of this study indicate that internal communication has a positive and significant effect on employee performance. Internal communication has a positive and significant effect on job satisfaction, and job satisfaction has a positive and significant effect on employee performance
Aspects of improving employee performance Wiedya Riski Purnamasari; Roni Kambaraa; Didit Haryadi
Enrichment : Journal of Management Vol. 12 No. 6 (2023): February: Management Science And Field
Publisher : Institute of Computer Science (IOCS)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35335/enrichment.v12i6.1163

Abstract

Management can achieve success if the resources are owned, Management can only succeed if it has resources, especially human resources. Employees are therefore a key factor in making a real contribution to the sustainable success of the organization. Therefore, only optimally performing employees can achieve this success. Therefore, various aspects need to be improved to maximize employee performance. This study aims to analyze how these aspects can improve employee performance. This research uses an associative quantitative approach based on PLS-SEM. The results show that training effectiveness has a positive impact on organizational commitment and a significant positive impact on employee performance. However, training effectiveness does not affect employee performance. However, organizational commitment indirectly and optimally can be a driving force to improve employee performance.
An empirical study in building brand loyalty in wardah cosmetics Dedeh Kurniasih; Didit Haryadi; Wahyudi Wahyudi
Enrichment : Journal of Management Vol. 12 No. 6 (2023): February: Management Science And Field
Publisher : Institute of Computer Science (IOCS)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35335/enrichment.v12i6.1166

Abstract

The value of products to get products from the money they spend to get benefits on the brand of a product or service, after that having a lifestyle that is more than the beginning. This raises the right for customers to be able to sort out the best product or service brands, which creates automatic customer happiness by indirectly demanding that companies must be able to create a stronger brand more than just ordinary products or services. The purpose of this study is to explore the factors that can increase loyalty to the Wardah Cosmetic brand. This study was conducted on Primagraha University students, especially in management study programs with a population of 403, while those drawn into the sample were 130 with a purposive sampling technique. The method used in this research is an associative quantitative approach with a survey method, the data analysis technique used in this research the author uses SmartPLS. The results showed that brand loyalty is influenced by brand experience, brand loyalty is influenced by brand trust, and brand trust can moderate the relationship between brand experience and brand loyalty
EMPIRICAL STUDY DALAM MENINGKATKAN SEMANGAT KERJA KARYAWAN PT EDS MANUFACTURING INDONESIA BALARAJA-TANGERANG Fifi Oktaviani; Syaechurodji Syaechurodji; Abdul Wahid Alfarizi; Didit Haryadi
Jurnal Manajemen dan Bisnis Vol 5 No 01 (2023): JUMANIS - BAJA Jurnal Manajemen dan Bisnis Banten Jaya Prodi Kewirausahaan Fakul
Publisher : LPPM Universitas Banten jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47080/jmb.v5i01.2491

Abstract

Organizations can achieve success through their resources, especially human resources. Therefore, employees become the driving force in making a real contribution to the success of the organization on an ongoing basis. Of course, only employees with optimal work spirit can achieve this success. However, to maximize employee performance, there must be a strategy to improve it. This study aims to find out how these strategies improve morale. The PLS-SEM approach was used in this study. The results of this study indicate that organizational communication as well as the work environment can be a driver in the strategy of increasing employee morale, either directly or indirectly optimally through the work environment
Moderation of non-performing financing on the effect of buying and selling financing on return on assets empirical study on Islamic banking in Indonesia in 2015-2020 Jajuli Jajuli; Imam Sofi'i; Didit Haryadi
International Journal of Applied Finance and Business Studies Vol. 11 No. 2 (2023): September : Applied Finance and Business Studies
Publisher : Trigin Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35335/ijafibs.v11i2.124

Abstract

Banking is an institution that has an essential role in driving the economy. This research aims to develop a research model to overcome business phenomena and the research gap between buying and selling financing and the Return on Assets ratio with the non-performing financing ratio as a moderating variable. The method used by the author in this research is a quantitative descriptive method with an associative approach. The population in this study was 13 Islamic banks listed on the Indonesia Stock Exchange. The sample in this research is 9 Islamic banking companies according to research variables regarding public financial reports for 2015-2020. The sampling technique using purposive sampling was used. Data analysis techniques using regression and path analysis use the moderating regression analysis test. The research results show that buying and selling financing significantly affects Return On Assets, non-performing funding significantly impacts return on assets, and non-performing financing can moderate and strengthen the influence of buying and financing of sale on return on assets. The author hopes this research can provide a theoretical contribution to this context's financial management and banking literature.
Dynamic capability of servant leadership as a triggering factor for organizational commitment and employee performance Muhamad Teguh Setiadi; Imam Sofi’i; Wahyudi Wahyudi; Didit Haryadi
International Journal of Applied Finance and Business Studies Vol. 11 No. 2 (2023): September : Applied Finance and Business Studies
Publisher : Trigin Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35335/ijafibs.v11i2.127

Abstract

Among effective management systems, the importance of human resources is increasing. Employee performance is an essential factor that influences success. In an organization, it is one of the most critical functions of an agency. This research aims to determine the variables that affect employee performance and develop a theoretical basis and research model. This research used an associative descriptive quantitative method with a population of 244 respondents, employees of the Public Works and Spatial Planning Department, and a sample of 150 respondents who were employees of the Public Works and Spatial Planning Department with probability sampling using the proportional stratified random sampling method. One hundred fifty questionnaire data have been obtained and processed. The results of this research show that the first hypothesis is that employee performance is significantly influenced by servant leadership, the second hypothesis is that organizational commitment is influenced considerably by servant leadership, the third hypothesis is that employee performance is influenced substantially by organizational commitment, the fourth hypothesis is that organizational commitment can mediate the influence of servant leadership on employee performance. It is hoped that this research can provide a theoretical contribution to the literature in this context, of course, in the context of human resource management.
Work motivation and work environment in improving employee performance at PT Telkom Witel Banten Persero Triana Perry; Syaechurodji Syaechurodji; Didit Haryadi
International Journal of Applied Finance and Business Studies Vol. 11 No. 2 (2023): September : Applied Finance and Business Studies
Publisher : Trigin Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35335/ijafibs.v11i2.129

Abstract

Among effective management systems, the importance of human resources is increasing. Employee performance is an essential factor that influences success. In an organization, this is one of the most critical functions of an institution. This research aims to determine the variables influencing employee performance and develop a theoretical basis and research model. This research used an associative descriptive quantitative method with a population of 58 respondents who were drawn into the sample using non-probability sampling, using a saturated/total sampling method. The data analysis technique uses linear regression with the help of SPSS version 26 software. The results of this research show that the first hypothesis states that employee performance is influenced by work motivation, meaning that the higher the work motivation an employee has, the higher the employee's performance. Thus, the second hypothesis states that employee performance is influenced by the work environment, meaning that the better the work environment, the more employee performance will increase. The third hypothesis is that employee performance is influenced by work motivation and work environment, which can simultaneously improve employee performance. This research is expected to provide a theoretical contribution to the literature in this context, of course, in the context of human resource management.
Leadership and organizational culture towards optimizing employee performance at SMK Negeri 4 Cilegon City Mukhlisin Mukhlisin; Syaechurodji Syaechurodji; Didit Haryadi
International Journal of Applied Finance and Business Studies Vol. 11 No. 2 (2023): September : Applied Finance and Business Studies
Publisher : Trigin Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35335/ijafibs.v11i2.130

Abstract

Among effective management systems, the importance of human resources is increasing. Employee performance is an essential factor affecting success. In an organization, it is one of the most critical functions of an institution. This study aims to determine the variables that affect employee performance and develop a theoretical basis and research model. This study uses an associative descriptive quantitative method with a population of 39 respondents drawn into the sample using non-probability sampling, using the saturated sampling / total sampling method. The data analysis technique uses linear regression with the help of SPSS software version 26. The results of this study indicate that the first hypothesis states that employee performance is influenced by leadership. The second hypothesis states that employee performance is influenced by organizational culture. The third hypothesis, employee performance, is controlled by leadership and corporate culture, which can simultaneously improve employee performance. This research is expected to make a theoretical contribution to the literature in this context, of course, in the context of human resource management.
The role of work motivation and work environment on employee performance in Ciomas District, Serang Regency Ajiz Salahudin; Jhon Chaidir; Didit Haryadi
International Journal of Applied Finance and Business Studies Vol. 11 No. 2 (2023): September : Applied Finance and Business Studies
Publisher : Trigin Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35335/ijafibs.v11i2.131

Abstract

Human resource management is an instrument that can provide directed task allocation. In reality, the achievement of a job done by every employee in a government organization includes meeting the needs in the form of adequate work facilities and appreciation for every work achievement they do. This study aims to determine the variables that affect employee performance and develop a theoretical basis and research model. This study uses an associative descriptive quantitative method with a population of 30 respondents drawn into a sample using non-probability sampling, using the saturated sampling method / total selection. The data analysis technique uses linear regression with the help of SPSS software version 26. The results of this study indicate that the first hypothesis states that employee performance is influenced by work motivation. Then, the second hypothesis states that the work environment has no significant effect on employee performance. The third hypothesis, employee performance, is influenced by work motivation and work environment, which can simultaneously improve employee performance. This research is expected to make a theoretical contribution to the literature in this context, of course, in the context of human resource management.
Co-Authors Abdika Rizki, Akang Abdul Rohman Abdul Wahid Alfarizi Abdullah Abdullah Adi Sutanto Adiansyah, Nola Putri Adiyanti, Asrini Agustini, Sulisttyo Mulyo Ahmadin Ahmadin Ahmadin Ahmadin Ajiz Salahudin Akbar, Arif Al Mas, Nabila Aldiansyah, Agung Amalina, Novita Amaria, Lilis Handayani AMELIA, LINDA Andriyani, Desi Anggraeni, Putri Riana Anggrai, Fani Ardie Putra, Alfian Prayana Arifin Ilham Arsad, Arsad Aullora, Putri Awaliah, Wulan Awaludin, Jamal Fahrul Bachrul Ulum Bambang Hermawan Bastian, Elvin Cahyantise, Seftiana Dadan Darmawan, Dadan Damayanti, Fina David Ramdansyah, Agus Dedeh Kurniasih Dedi Purwanto Desy Ningsih Komalasari Dewi Kania, Dewi Diantoro, Eman Dzikriana, Syakila Eka Prasasti, Putri Elis Badariah Fadillah, Siti Azzah Fahmi, Irma Fatmala, Emah Fauziah, Noviani Lulu Fauziah, Tika Febriyanti, Sherly Fifi Oktaviani Fitri, Nurmiatul Fitria Haquei Fitriyani, Anissa Fitriyani, Fara Gusmi Aldi, Muhamad Hafiudin, Didin Hairul Imam Hilwa, Ta'batun Hiryani, Syifa Hurairah, Ahmad Ijah, Ijah Imam Munandar, Muhammad Imam Sofi'i Imam Sofi’i Iman, Takbil Imat Hikmat Ina, Ina Indra Indra Irma Sari Jajuli Jajuli Japroni, Japroni Jhon Chaidir Junaenah, Junaenah Kambara, Roni Karliena, Yayuk Karlita, Ega Serli Karsikah Karsikah Karsikah, Karsikah Kerwanto Khazamah, Hanny Komala, Nina Kurnaesih, Mia Kurniawati, Tati Lestari, Putri Indah Lindawati Lindawati Liza Mumtazah Damarwulan Lutfi, Lutfi Maarif, Husnul Madhadi, Madhadi Maelani, Maulinda Magfirotulhayat, Magfirotulhayat Malalia, Irna Mandala Putra, M. Fadhil Mariamah, Mariamah Marselina, Sely MASRIYAH Maulan, Shobha Tsaqofa Merwandani, Reivinda Putri Meutia, Meutia MIFTAHUL JANNAH Mirza Abdi Khairusy Mohamad Firdaus, Mohamad Muarif Islamiah Muhamad Teguh Setiadi Muhammad Muhammad Muhammad Muhammad Muhammad Muhammad Sultan Athoriq Muhlisoh Muhlisoh, Muhlisoh Mukhlisin Mukhlisin Mulyanah, Mulyanah Munir, Ahmad Sohibul Muspiroh, Sinta Nadia Ningsih, Asma Nadiyah Nadiyah Nahriyah, Lailatul Nahrumi, Arum Natania, Nadia Nawawi Nawawi Niken Ayu Oktaviani Novi Novi Novita Rahmawati, Novita Nur Fitri, Syifa Nuraeni, Alya Nuraini, Ai Nuranisa, Siti Nuraulia, Fadila Nurfi, Nurfi Nurfikrillah Suriansyah, M. Sultan Nurhayati Nurhayati Nurjihan, Nisrina Nurlelah Nurlelah, Nurlelah Nurwendi, Wendi Octavia, Afini Dhea Oktapiani, Putri Eriana Oktavia, Eca Oktaviani, Via Patimah, Sadah Pujaroh, Siti PUJI LESTARI Qorin, Ihya Ashabul R. Madhakomala Rafiyani, Ade Repi Rahayu Putri, Ratna Mina Dwi Rahmah Fadillah, Iin Rahmat Hidayat Rahmatullah, Asep Rahmatullah, Sarif Rahmawati, Mulia Rahmawati, Siti Nur Rama Chandra Ramdansyah, Agus David Ratnasari, Kania Robiatul Adawiyah Robiyana, Robiyana Roes, Zazli Rohisoh, Rohisoh Rohmah, Lutfiyatul Rojul, Rojul Roni Kambara Roni Kambaraa Rosiana, Safitri Rosita, Ita Ruwandini Fitri, Oktavandila Safitri, Rifani Diah Sahasrani, Fika Salsabila, Apriliani Saila Salsabila, Risa Salsabila, Salsabila Samtiarico, Revany Sanasa, Yoke Sapitri, Nurul Eka Setia Budi, Galih Silviyanti, Ita Herlita Sirojuddin, Ilham Siti Adellia siti fadilah Siti Khoirotunnisa Siti Nurul Aini, Siti Nurul Slamet Riyanto Sobari, M. Abdul Azis Sobiyah, Sobiyah Solih, Rizal Sri Astuti Sri Wahyuni Sucipto, Mahendra Sugiantara, Ricko Suheti, Suheti sumardin, sumardin Sumarni, Meli Supyati, Supyati suranah, Suranah Suryaningtyas, Rita Syaechurodji Syaechurodji Syaechurodji Syaechurodji Syaechurodji Syaechurodji Syaechurodji, Syaechurodji SYAMSUL HIDAYAT Syarifah Syarifah, Syarifah Titin Titin Triana Perry Tricahyadi, Anggi Usman, Bilal Vanessa Gaffar Vinata Putri, Nurmala W. Wahyudi W. Wahyudi WAHYUDI Wahyudi , Wahyudi Wahyudi Wahyudi Wahyudin Wahyudin Warkoyo . Wendi Nurwendi Wiedya Riski Purnamasari Wilang, Jeffrey Dawala Wulandari Wulandari Yadi Supriyadi Yeni Fitria Yogi Suprayogi Sugandi Yoke Sanasa Yulia, Lika Yuliana, Shella Yuliyanti, Dita Zaelani, Rizky Zaenal Mutakin Zulkifli Zulkifli Zulkifli Zulkifli Zulkifli