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All Journal EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis International Journal of Business, Humanities, Education and Social Sciences (IJBHES) Bussman Journal : Indonesian Journal of Business and Management Journal of Artificial Intelligence and Digital Business Oikonomia : Journal of Management Economics and Accounting Maneggio
Dwi Utami Puterisari
Universitas Teknologi Yogyakarta
Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Electrical & Electronics Engineering Energy Engineering Languange, Linguistic, Communication & Media Social Sciences Other

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IMPLEMENTASI KESEHATAN, KECELAKAAN, DAN KESELAMATAN KERJA (K3) KARYAWAN PADA PT ALIS JAYA CIPTATAMA KLATEN Dwi Utami Puterisari; Latifah Wibawati
Bussman Journal : Indonesian Journal of Business and Management Vol. 2 No. 3 (2022): Bussman Journal | September - Desember 2022
Publisher : Gapenas Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53363/buss.v2i3.101

Abstract

This study aims to analyze Occupational Health, Accidents, and Safety (K3) in employees at PT Alis Jaya Ciptatama Klaten. This research uses quantitative descriptive method. The population in this study were PT.  Alis Jaya Ciptatama. The results showed an average value on the environmental conditions indicator of 3.40 including the strongly agreed category, the air regulation indicator of 3.05 including the agree category, the lighting regulation indicator of 3.09 including the category of agreeing, the indicator of work equipment use of 2.97 including agreeing, the indicator of physical and mental condition of employees of 2.21 including the category of disagreeing
Strategic Management in Industry 4.0: Digital Transformation in NIKE Inc. Using the Dynamic Capability Approach Dwi Utami Puterisari
Jurnal Internasional Bisnis, Humaniora, Pendidikan dan Ilmu Sosial Vol 4 No 2 (2022): International Journal of Business, Humanities, Education and Social Sciences
Publisher : Universitas Teknologi Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.46923/ijbhes.v4i2.204

Abstract

Today we are in the industrial ecosystem 4.0, which is characterized by various uses of technology such as the Cloud Computerization, the Internet of Things (IoT), Artificial Intelligence (AI) and Big Data which they are part of what is called digital transformation. At this time the company is required to be able to adapt to industry 4.0, especially with digital transformation, in order to the company can survive and still be able to competing with other companies. The research method used in this article is a descriptive research method by using secondary data sources, where secondary data comes from literature studies conducted from the results of searching various articles on the internet. This article discusses how NIKE Inc. carry out digital transformation through dynamic capabilities which consist of sensing, seizing, and transforming processes. Keywords: Industry 4.0, Digital Transformation, Dynamic Capability
Daya Tarik Perusahaan dan Kompetensi Karir yang Memengaruhi Niat Melamar Pekerjaan pada Mahasiswa Tingkat Akhir Gia Rizky; Dwi Utami Puterisari; Yuni Putri Yustisi
EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis Vol 11 No 2 (2023)
Publisher : UNIVED Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/ekombis.v11i2.3792

Abstract

The purpose of this study was to identify organizational attribute factors dan individual career competence to intention of applying for a job. This was a quantitavie research approach, using questionnaire as primary data method. There were 80 final students in DIY province as respondents. Research model and hypotheses were tested using IBM SPSS 23. To find out the main attributes of interest in applying for a job, mean arithmetic was conducted for each indicator in the dependent variables. The attractiveness of the company affected the intention of applying for a job, but career competence did not. Simultaneously, the attractiveness of the company and career competence affected the intention to apply for a job. The attribute of attractiveness of the company that is the highest value of the arithmetic mean is working conditions. As for the attributes of career competence with the highest arithmetic mean value is self-knowledge.
Analysis of Companies' Adaptive Strategies in Facing Global Economic Uncertainty Yogi Priambada; Dwi Utami Puterisari
Oikonomia : Journal of Management Economics and Accounting Vol. 3 No. 1 (2025): Oikonomia-December
Publisher : PT. Hafasy Dwi Nawasena

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61942/oikonomia.v3i1.507

Abstract

Global economic uncertainty characterized by macroeconomic volatility, geopolitical fragmentation, supply chain disruptions, and rapid digital transformation demands that firms adopt more integrated adaptive strategies. This study aims to analyze corporate adaptive strategies in responding to global uncertainty using a Systematic Literature Review (SLR) approach. The SLR process involved identification, screening, eligibility assessment, and thematic analysis of 24 relevant peer-reviewed publications from the last decade. The findings indicate that dynamic capabilities, digital transformation, and organizational flexibility form the core foundation of effective adaptive strategies. Sensing, seizing, and reconfiguring capabilities strengthen organizational resilience, while digital technologies enhance decision-making speed, operational efficiency, and strategic innovation. Organizational flexibility further enables rapid responses to environmental changes through decentralized and collaborative structures. This study concludes that adaptive strategies should be designed as an integrated model comprising organizational resilience, strategic innovation, and fast adaptive responses, supported by public policies that strengthen the adaptive ecosystem of firms in developing economies.
Operational Risk Management in an Unstable Global Supply Chain Diatio Yulianto; Dwi Utami Puterisari
Oikonomia : Journal of Management Economics and Accounting Vol. 3 No. 1 (2025): Oikonomia-December
Publisher : PT. Hafasy Dwi Nawasena

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61942/oikonomia.v3i1.508

Abstract

Global supply chain instability driven by geopolitical volatility, climate-related disruptions, energy crises, and logistical bottlenecks has intensified operational risks across industries. This study aims to analyze key sources of operational risk and identify effective mitigation strategies using a Systematic Literature Review (SLR). The SLR process involved the identification, screening, eligibility assessment, and thematic analysis of 26 relevant peer-reviewed publications from the last decade. The findings reveal that operational risks originate from supplier fragility, geographic dependency, macroeconomic uncertainty, climate-related hazards, and technological vulnerabilities. Mitigation strategies identified include supplier diversification, inventory optimization, digital visibility systems, production regionalization, scenario modeling, and inter-organizational risk collaboration. The study also finds that an integrated risk management model such as incorporating digital early-warning systems, rapid response capabilities, long-term adaptive capacity, and strategic collaboration, offers the most effective approach to enhancing global supply chain resilience. It concludes that firms must strengthen technological integration and organizational capacity to respond adaptively to disruptions, while public-policy support is essential to reinforce logistics infrastructure and digitalization, particularly in developing economies.
The Effect of Compensation, Work Motivation, and Work Environment on Employee Performance Ud Gentong Racing Yogyakarta Ria Angraini; Dwi Utami Puterisari
Maneggio Vol. 3 No. 1 (2026): FEBRUARY-MJ
Publisher : PT. Anagata Sembagi Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62872/v5v5zh22

Abstract

This study aims to determine the effect of Compensation, Work Motivation, and Work Environment on Employee Performance at UD Gentong Balap Yogyakarta. This study employs a quantitative research method. The population in this study consists of all employees of UD Gentong Balap Yogyakarta, totaling 30 employees. The sample was determined using the total sampling technique, meaning the entire population was used as the sample. This study uses primary data sources by distributing questionnaires directly, where respondents select from predefined answers. The analysis techniques used in this study include instrument testing, classical assumption testing, multiple linear regression analysis, F-test, t-test, correlation coefficient (R), and coefficient of determination testing. The F-test results show a significance value of 0.000 < 0.05. Thus, it can be concluded that the variables Compensation, Work Motivation, and Work Environment significantly affect Employee Performance, so the first hypothesis (H1) is accepted. Based on the t-test results, the Compensation variable has a significant value of 0.000 < 0.05, indicating that Compensation significantly affects Employee Performance, so the second hypothesis (H2) is accepted. The Work Motivation variable has a significant value of 0.000 < 0.05, indicating that Work Motivation significantly influences Employee Performance, so the third hypothesis (H3) is accepted. The Work Environment variable has a significant value of 0.024 < 0.05, indicating that Work Environment significantly influences Employee Performance, so the fourth hypothesis (H4) is accepted. The correlation coefficient (R) is 0.955, meaning there is a very strong relationship between the independent and dependent variables. The coefficient of determination (Adjusted R Square) is 0.902 (90.2%), meaning that 90.2% of the variations in Employee Performance are explained by the independent variables, while the remaining 9.8% is influenced by other variables not examined in this study.
Flexible Working Arrangements and Their Impact on Employee Engagement and Productivity Kukuh Azandi Wilasto; Dwi Utami Puterisari
Maneggio Vol. 3 No. 1 (2026): FEBRUARY-MJ
Publisher : PT. Anagata Sembagi Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62872/34h5gw84

Abstract

Changes in the work landscape due to technological developments and modern organizational dynamics have encouraged the adoption of Flexible Working Arrangements as a human resource management strategy. This study aims to analyze the implementation of Flexible Working Arrangements and their impact on employee engagement and productivity. A qualitative approach with a case study design was used to gain an in-depth understanding of the experiences, perceptions, and meanings constructed by employees and management. Data collection was conducted through in-depth interviews, non-participatory observation, and documentation studies in organizations that have implemented flexible work practices on an ongoing basis. Data analysis was conducted thematically to identify patterns and relationships between phenomena. The results indicate that Flexible Working Arrangements encourage a paradigm shift from attendance-based supervision to results-based performance assessment. Work flexibility contributes positively to employee engagement by increasing autonomy, trust, and psychological well-being, although engagement levels are not uniform across all employees. Employee productivity tends to increase, particularly in jobs that require independence, time efficiency, and individual focus, while coordination challenges remain in teamwork. These findings confirm that Flexible Working Arrangements function optimally when integrated with adaptive leadership, a clear evaluation system, and consistent organizational support. This study provides theoretical and practical contributions to the development of sustainable flexible work policies
Future of Work: Adapting HR Management Strategies to Changes in Digital Work Structures Willy Arimessa; Dwi Utami Puterisari
Maneggio Vol. 3 No. 1 (2026): FEBRUARY-MJ
Publisher : PT. Anagata Sembagi Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62872/4f2e5f77

Abstract

The development of digital technology, automation, and artificial intelligence has driven fundamental changes in the structure of work known as the Future of Work phenomenon. These changes not only affect the type and character of work but also alter patterns of work relationships, competency requirements, and expectations regarding the role of human resources in organizations. This condition demands the adaptation of HR management strategies that can respond to the dynamics of digital work systematically and sustainably. This study aims to analyze how organizations adapt HR management strategies to address changes in the structure of digital work and its implications for organizational performance, engagement, and sustainability. The study used a qualitative approach with a case study design to gain an in-depth and contextual understanding of HR adaptation practices. Data were collected through in-depth interviews, observations, and documentation studies, then analyzed thematically. The results show that changes in the structure of work encourage a shift in the role of HR management from an administrative function to a strategic function oriented towards talent management, continuous learning, and flexible work systems. Adapting HR strategies has been shown to contribute to improved organizational performance, strengthened employee engagement, and supported long-term sustainability. These findings emphasize the importance of integrating business strategy, technology, and HR management in facing the challenges of the Future of Work.
Pengaruh Lingkungan Kerja dan Kompensasi terhadap Kepuasan Kerja Karyawan pada NU Mart Magelang Siti Khoirul Ullin Nisak; Dwi Utami Puterisari
RIGGS: Journal of Artificial Intelligence and Digital Business Vol. 5 No. 2 (2026): Mei-Juli
Publisher : Prodi Bisnis Digital Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/riggs.v5i2.11859

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh lingkungan kerja dan kompensasi terhadap kepuasan kerja karyawan pada NU Mart Magelang. Kepuasan kerja merupakan salah satu faktor penting yang memengaruhi kinerja, produktivitas, dan loyalitas karyawan dalam mencapai tujuan organisasi. Oleh karena itu, perusahaan perlu menciptakan lingkungan kerja yang kondusif serta memberikan kompensasi yang adil dan sesuai agar karyawan merasa nyaman, termotivasi, dan puas dalam menjalankan pekerjaannya. Penelitian ini menggunakan pendekatan kuantitatif dengan metode survei. Teknik pengambilan sampel yang digunakan adalah sampel jenuh (total sampling), sehingga seluruh karyawan NU Mart Magelang yang berjumlah 42 orang dijadikan sebagai responden penelitian. Pengumpulan data dilakukan melalui penyebaran kuesioner yang telah memenuhi uji validitas dan reliabilitas. Analisis data dilakukan menggunakan analisis regresi linear berganda dengan bantuan program Statistical Package for the Social Sciences (SPSS). Hasil penelitian menunjukkan bahwa lingkungan kerja berpengaruh positif dan signifikan terhadap kepuasan kerja karyawan. Kompensasi juga terbukti berpengaruh positif dan signifikan terhadap kepuasan kerja karyawan. Selain itu, hasil uji simultan menunjukkan bahwa lingkungan kerja dan kompensasi secara bersama-sama berpengaruh signifikan terhadap kepuasan kerja karyawan pada NU Mart Magelang. Temuan ini mengindikasikan bahwa peningkatan kualitas lingkungan kerja yang aman, nyaman, dan kondusif, disertai pemberian kompensasi yang layak dan sesuai dengan kontribusi karyawan, akan mampu meningkatkan kepuasan kerja. Hasil penelitian ini diharapkan dapat menjadi bahan pertimbangan bagi manajemen NU Mart Magelang dalam menyusun strategi pengelolaan sumber daya manusia yang lebih efektif guna meningkatkan kepuasan dan kinerja karyawan.
Co-Authors Diatio Yulianto Gia Rizky Kukuh Azandi Wilasto Latifah Wibawati Ria Angraini Siti Khoirul Ullin Nisak Willy Arimessa Yogi Priambada Yuni Putri Yustisi