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All Journal E-Jurnal Ekonomi dan Bisnis Universitas Udayana ProBank: Jurnal Ekonomi dan Perbankan Jurnal Bisnis dan Manajemen Jurnal Ekonomi Pembangunan: Kajian Masalah Ekonomi dan Pembangunan Jurnal Ilmiah Ekonomi Islam HISTOGRAM: Jurnal Pendidikan Matematika Shirkah: Journal of Economics and Business MABIS: Manajemen dan Bisnis Widya Genitri : Jurnal Ilmiah Pendidikan, Agama dan Kebudayaan Hindu Jurnal Pendidikan dan Konseling International Journal of Economics, Business and Accounting Research (IJEBAR) Enrichment : Journal of Management Al-Mutharahah: Jurnal Penelitian dan Kajian Sosial Keagamaan Jurnal Ekuilnomi Buletin Literasi Budaya Sekolah Ascarya: Journal of Islamic Science, Culture and Social Studies El-Waroqoh : Jurnal Ushuluddin dan Filsafat Journal of Management and Islamic Finance Relevance: Journal of Management and Business Jurnal Manajemen dan Pemasaran Jasa Widya Genitri : Jurnal Ilmiah Pendidikan, Agama dan Kebudayaan Hindu Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah
Fitri Wulandari
Universitas Islam Negeri Raden Mas Said Surakarta
Religion Agriculture, Biological Sciences & Forestry Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Mathematics Social Sciences Other

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Religiosity Dan Personal Norm Pengaruhnya Terhadap Keputusan Pembelian Produk Halal: Mediasi Sikap Konsumen Fauzaan Dhiemas Aritama; Fajar Ariwibowo; Dewi Purwantiningsih; MS Agung Wahyana; Sholiqul Amri; Fitri Wulandari
Jurnal Ilmiah Ekonomi Islam Vol 9, No 3 (2023): JIEI : Vol.9, No.3, 2023
Publisher : ITB AAS INDONESIA Surakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29040/jiei.v9i3.9176

Abstract

The purpose of this research is to see how the influence of personal norms and religiosity on the decision to purchase halal products through attitude as an intervening variable in Surakarta. Four variables used are personal norms, religiosity, attitudes, and purchase decisions. This research used quantitative research using a sample of 143 respondents who had purchased various types of halal products in Surakarta using the non-probability sampling method, namely purposive sampling, which was then analyzed using SPSS. The analysis technique used in this study uses multiple linear regression analysis to determine the direct impact, and uses path analysis to determine the indirect effect or through intervening variables. The findings of this study found that personal norms and religiosity had a positive and significant influence on attitudes, then attitudes did not have a positive and significant effect on purchasing decisions, and personal norms did not have a positive and significant effect on purchase decisions. But, religiosity had a positive and significant impact on purchase decisions. The mediating role of attitude has no positive or significant effect on the relationship between personal norms and religiosity on purchase decisions for halal products.
SPIRITUALITY IN WORKPLACE, INDIVIDUAL SPIRITUALITY AND WORK BEHAVIOUR: THE STUDY OF HIGHER EDUCATION IN INDONESIA Fitri Wulandari
Manajemen dan Bisnis Vol 12, No 2 (2013): September 2013
Publisher : Department of Management - Faculty of Business and Economics. Universitas Surabaya.

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24123/jmb.v12i2.19

Abstract

Spirituality in the workplace include feeling connected to the community, the meaningfulness of the work, the ability to express their feelings and ability to work independently, have the power of doing work believed to be correct. This study seeks to analyze spirituality in the workplace and individual spirituality on the behavior of employees working at universities in Indonesia.The samples of the study are employees who work at universities in Surakarta with a sample of 132 employees. Data is analyzed using multiple regressions. The result of regression analysis showed that the concept of spirituality in the workplace include feelings of community teams, inner life and meaningful work affect on work behavior (job satisfaction, organizational commitment and job involvement). The results of this study indicate that there is no significant effect between the communities at work on job satisfaction. While the inner variable life, Meaningful in work and Individual Spirituality significantly influences job satisfaction. There was no significant effect between community at work and meaning at work on job involvement. While the inner variable life and Individual Spirituality significantly influences job involvement. There was no significant effect between the meanings at work to organization commitment. While the inner life variable, community at work and individual spirituality significantly influence organization commitment. Employees feel that life is full of hope in the future, and spiritual values also includes in making life choices. Employees at the college considers that his work has a deeper meaning than other jobs because they relate to the services to education and a strong desire to express spiritual practices in working life.Spiritualitas di tempat kerja termasuk merasa diterima oleh komunitas, kebermaknaan pekerjaan, kemampuan untuk mengekspresikan perasaan dan kemampuan untuk bekerja secara mandiri, serta memiliki kekuatan untuk melakukan pekerjaan yang diyakini benar. Penelitian ini bertujuan untuk menganalisis spiritualitas di tempat kerja dan spiritualitas individu pada perilaku karyawan yang bekerja di berbagai universitas di Indonesia . Sampel penelitian ini adalah karyawan yang bekerja di universitas di Surakarta dengan sampel sebanyak 132 karyawan. Data dianalisis dengan menggunakan regresi berganda. Hasil analisis regresi menunjukkan bahwa konsep spiritualitas di tempat kerja meliputi perasaan diterima oleh komunitas, kehidupan batin dan pekerjaan yang berarti mempengaruhi perilaku kerja (kepuasan kerja, komitmen organisasi, dan keterlibatan kerja). Hasil penelitian ini menunjukkan bahwa tidak ada pengaruh yang signifikan antara komunitas di tempat kerja terhadap kepuasan kerja. Sementara variabel kehidupan batin, merasa berarti dalam pekerjaan dan spiritualitas individu berpengaruh secara signifikan terhadap kepuasan kerja. Tidak ada pengaruh yang signifikan antara komunitas di tempat kerja dan makna bekerja pada keterlibatan kerja. Sementara variabel kehidupan batin dan Individu spiritualitas berpengaruh secara signifikan terhadap keterlibatan kerja. Tidak ada pengaruh yang signifikan antara makna bekerja untuk komitmen organisasi. Sedangkan variabel kehidupan batin, komunitas di tempat kerja dan spiritualitas individu berpengaruh signifikan terhadap komitmen organisasi. Para karyawan merasa bahwa hidup penuh harapan di masa depan, dan nilai-nilai spiritual termasuk di dalamnya adalah membuat pilihan hidup. Karyawan di perguruan tinggi menganggap bahwa karya memiliki arti yang lebih mendalam daripada pekerjaan lain karena pekerjaan yang berhubungan dengan layanan pendidikan dan keinginan yang kuat untuk mengekspresikan praktik spiritual dalam kehidupan kerja.
PERAN PRAKTIK HUMAN RESOURCE MANAGEMENT TERHADAP RETENSI KARYAWAN: SUPPORTIVE WORK ENVIRONMENT SEBAGAI MEDIATOR Berliana Uci Febriyanti; Fitri Wulandari
E-Jurnal Ekonomi dan Bisnis Universitas Udayana VOLUME.14.NO.04.TAHUN.2025
Publisher : Fakultas Ekonomi dan Bisnis Universitas Udayana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24843/EEB.2025.v14.i04.p07

Abstract

Karyawan merupakan aset berharga bagi perusahaan, sehingga mempertahankan mereka menjadi tantangan utama dalam manajemen sumber daya manusia (HRM). Penelitian ini menganalisis pengaruh praktik HRM terhadap retensi karyawan dengan mediasi Supportive Work Environment (SWE), menggunakan data dari 138 responden di berbagai perusahaan di Indonesia yang dianalisis dengan Partial Least Squares-Structural Equation Modeling (PLS-SEM). Hasil penelitian menunjukkan bahwa kompensasi berpengaruh positif signifikan terhadap SWE (koefisien 0,291; p = 0,017) dan retensi karyawan (koefisien 0,384; p = 0,000). Penilaian kinerja juga berdampak positif terhadap SWE (koefisien 0,512; p = 0,000) dan retensi karyawan (koefisien 0,290; p = 0,001). SWE sendiri berpengaruh positif terhadap retensi karyawan (koefisien 0,310; p = 0,002). Namun, pelatihan dan pengembangan tidak menunjukkan pengaruh signifikan terhadap SWE (koefisien 0,128; p = 0,367). Temuan ini mendukung Social Exchange Theory (SET), yang menjelaskan bahwa karyawan cenderung menunjukkan loyalitas lebih tinggi ketika merasa dihargai melalui kompensasi yang adil dan sistem evaluasi yang transparan. Implikasi penelitian ini menegaskan pentingnya kebijakan HRM yang berfokus pada kompensasi dan penilaian kinerja untuk meningkatkan retensi karyawan, serta perlunya evaluasi lebih lanjut terhadap efektivitas program pelatihan dan pengembangan dalam menciptakan lingkungan kerja yang mendukung.
Pengaruh Kepemimpinan Inklusif Terhadap Kinerja Karyawan Dengan Perilaku Inovatif Karyawan Sebagai Variabel Mediasi Rizki Ramadhan; Fitri Wulandari
Jurnal Ekuilnomi Vol. 7 No. 2 (2025): Ekuilnomi Vol 7(2), Mei 2025
Publisher : Program Studi Ekonomi Pembangunan Fakultas Ekononomi Universitas Simalungun

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36985/0p5t1708

Abstract

Penelitian ini menganalisis pengaruh kepemimpinan inklusif terhadap kinerja karyawan dengan perilaku inovatif sebagai variabel mediasi di industri tekstil yang menghadapi tekanan dari impor. Kepemimpinan inklusif dianggap menciptakan lingkungan kerja yang mendukung keterlibatan, inovasi, dan produktivitas. Menggunakan pendekatan kuantitatif dan teknik quota sampling, Penelitian ini menggunakan quota sampling dengan jumlah sampel 100 responden dari karyawan produksi perusahaan. Data dianalisis dengan metode Partial Least Square-Structural Equation Modeling (PLS-SEM). Hasil menunjukkan bahwa kepemimpinan inklusif berpengaruh positif dan signifikan terhadap kinerja karyawan, baik langsung maupun melalui perilaku inovatif. Kepemimpinan inklusif juga meningkatkan perilaku inovatif, yang penting untuk kreativitas, efisiensi, dan adaptasi terhadap perubahan industri. Analisis mediasi mengonfirmasi bahwa perilaku inovatif memperkuat hubungan antara kepemimpinan inklusif dan kinerja karyawan. Implikasi penelitian menekankan pentingnya kepemimpinan inklusif dalam meningkatkan daya saing dan menciptakan budaya inovasi. Penelitian ini merekomendasikan eksplorasi lebih lanjut terhadap faktor kontekstual lain, seperti budaya organisasi dan dukungan manajemen, untuk memahami dinamika kepemimpinan inklusif di industri tekstil yang kompetitif
Pengaruh Kompensasi dan Work-Life Balance Terhadap Intention To Stay: Lingkungan Kerja Sebagai Mediator Anggry Pramesti; Fitri Wulandari
Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah Vol. 7 No. 5 (2025): Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah 
Publisher : Intitut Agama Islam Nasional Laa Roiba Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47467/alkharaj.v7i5.8025

Abstract

This study investigates the role of work setting as a mediator between pay, work-life balance, and intention to stay. This study surveyed sixty employees of PT PLN UP3 Klaten using a census-style methodology. To do quantitative analysis, we collected data from an online poll and then sent it via the PLS-SEM algorithm in SmartPLS 4.0. Compensation and work-life balance were shown to have a substantial influence on intention to remain. The workplace acts as a mediator between workers' intentions to remain and factors like pay and work-life balance. Increases in both direct and indirect compensation create a more positive work environment, which in turn increases the likelihood that employees will stay around. Adding to the body of knowledge, this study demonstrates that a pleasant workplace reinforces the correlation between pay, work-life balance, and intention to stay. Companies may improve employee retention by enhancing work-life balance and compensation plans.
Peran Perceived Organizational Support dan Work-Life Balance Terhadap Intention To Stay: Mediasi Komitmen Organisasional Joenanika Azzahroina Albensia; Fitri Wulandari
Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah Vol. 7 No. 5 (2025): Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah 
Publisher : Intitut Agama Islam Nasional Laa Roiba Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47467/alkharaj.v7i5.8083

Abstract

This study aims to analyze the relationship between perceived organizational support and work-life balance on intention to stay with organizational commitment as a mediating variable. This study uses a quantitative medote with purposive sampling technique involving 146 respondents from employees of manufacturing companies in the basic and chemical industry sector in Sragen. Data collection was done through questionnaires, and data analysis using SmartPLS 3.0. The results showed that perceived organizational support and work-life balance have a positive and significant effect on intention to stay. In addition, both variables also have a positive effect on organizational commitment, which in turn contributes to intention to stay. Mediation analysis confirmed that organizational commitment mediates the relationship between perceived organizational support and work-life balance on intention to stay. This study shows that organizational support and work-life balance are important to keep employees stay. The implication of this study confirms that companies should implement policies that support work-life balance and strengthen employee commitment to increase workforce retention.
Co-Authors Andi Arif Rifa’i Anggry Pramesti Aris Tri Haryanto Berliana Uci Febriyanti Budi Murtiyasa Christina Kartika Sari Dewi Purwantiningsih DWI HASTUTI Evi Srihastuti Fajar Ariwibowo Fariqoh Zumrotul Mila Fauzaan Dhiemas Aritama Fitri Anggi Widyani Indah Nurrohmah Joenanika Azzahroina Albensia MS Agung Wahyana Muhammad Habib Zainul Huda Muhammad Nujulul Huda Oktaviyana Ayu Putriyanti Rina Istirahayu Rini Setyaningsih Rizki Ramadhan Sholiqul Amri Sigit Raharja Verlina Dwi Pamungkas