Article Per Year (5 Year)
p-Index From 2021 - 2026
2.447
P-Index
This Author published in this journals
All Journal Jurnal Ekonomi Integra Martabe : Jurnal Pengabdian Kepada Masyarakat E-Mabis: Jurnal Ekonomi Manajemen dan Bisnis AMALIAH: JURNAL PENGABDIAN KEPADA MASYARAKAT Jurnal Ekonomi International Journal of Management and Business Economics Maslahah: Jurnal Manajemen dan Ekonomi Syariah Jurnal Bisnis Kreatif dan Inovatif PENG: Jurnal Ekonomi dan Manajemen Jurnal Transformasi Bisnis Digital Jurnal Cendekia Ilmiah Jurnal Pengabdian Pemersatu Bangsa (JPPB)
Emalia Ariska
Universitas Islam Kebangsaan Indonesia
Religion Agriculture, Biological Sciences & Forestry Arts Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Physics Public Health Social Sciences

Published : 13 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 13 Documents
Search

 1   2 
Analisis Pengaruh Manajemen Talenta, Kondisi Kerja, dan Fleksibilitas Kerja terhadap Retensi Anggota pada Sanggar Kalee Independent Lira Safista; Chairul Bariah; Emalia Ariska
Jurnal Transformasi Bisnis Digital Vol. 3 No. 5 (2026): September : Jurnal Transformasi Bisnis Digital (JUTRABIDI)
Publisher : Asosiasi Riset Ilmu Manajemen Kewirausahaan dan Bisnis Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61132/jutrabidi.v3i5.1594

Abstract

This study aims to determine the influence of talent management, working conditions, and work flexibility on member retention at Sanggar Kalee Independent. The method used in this study is a quantitative approach employing multiple linear regression analysis. The population for this study consists of all 34 members of Sanggar Kalee Independent, and the entire population was used as the study sample, resulting in a sample size of 34. Data were collected using a questionnaire, and the results were analyzed using SPSS 25.0. The results indicate that: 1) The findings show that the talent management variable has a partial effect on member retention at Sanggar Kalee Independent. This is indicated by a t-calculated value greater than the t-table value at the 5% level (2.030 > 1.697) and a significance value of 0.000 < 0.05. 2) The results of the study indicate that working conditions have a partial effect on member retention at Sanggar Kalee Independent. This is demonstrated by a t-calculated value greater than the t-table value at the 5% level (3.844 > 1.697) and a significance value of 0.001 < 0.05. 3) The results of the study indicate that work flexibility has a partial effect on member retention at Sanggar Kalee Independent. This is indicated by a calculated t-value greater than the critical t-value at the 5% level (3.192 > 1.697) and a p-value of 0.003 < 0.05. 4) The results of the study indicate that talent management, working conditions, and work flexibility have a simultaneous and significant effect on member retention at Sanggar Kalee Independent. This is indicated by a calculated F-value greater than the critical F-value (24.069 > 2.89) and a significance level (Sig.) of 0.000 < 0.05.
Pengaruh Lingkungan Kerja dan Motivasi Kerja terhadap Kinerja Karyawan BNN Kabupaten Bireuen Asyraf Mauliddin; Khairul Aswadi; Emalia Ariska
Maslahah : Jurnal Manajemen dan Ekonomi Syariah Vol. 4 No. 4 (2026): Oktober: Maslahah : Jurnal Manajemen dan Ekonomi Syariah
Publisher : STAI YPIQ BAUBAU, SULAWESI TENGGARA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59059/maslahah.v4i4.3584

Abstract

This study aims to analyze the effects of the work environment and work motivation on employee performance at the Bireuen Regency National Narcotics Agency (BNN), both partially and simultaneously. This study employed a quantitative approach with an associative research design. The study population consisted of 33 BNN employees, all of whom were included as respondents using a saturated sampling technique. Primary data were collected through questionnaires and analyzed using IBM SPSS Statistics. The analytical techniques included validity and reliability tests, classical assumption tests, multiple linear regression, correlation coefficient analysis, coefficient of determination, and t-tests and F-tests. The results indicate that the work environment has a positive and significant effect on employee performance, with a regression coefficient of 0.196, a t-value of 2.669, and a significance level of 0.012. Work motivation also has a positive and significant effect, with a regression coefficient of 0.688, a t-value of 7.427, and a significance level below 0.001. Simultaneously, both variables significantly affect employee performance, with an F-value of 31.695 and a significance level below 0.001. The coefficient of determination of 0.679 indicates that both variables explain 67.9% of the variation in employee performance, while the remaining 32.1% is attributable to other factors. These findings highlight the importance of a supportive work environment and strong work motivation in improving employee performance and organizational effectiveness.    
Pengaruh Kepemimpinan Transformasional, Motivasi, dan Kepuasan Kerja terhadap Komitmen Organisasional ASN Kabupaten Bireuen M. Yusuf; Mulyadi; Zuriani Ritonga; Emalia Ariska; Muchsin
PENG: Jurnal Ekonomi dan Manajemen Vol. 3 No. 4 (2026): In Progress
Publisher : Teewan Journal Solutions

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62710/hv3zd590

Abstract

Penelitian ini menguji pengaruh kepemimpinan transformasional, motivasi, dan kepuasan kerja terhadap komitmen organisasional Aparatur Sipil Negara (ASN) di lingkungan Pemerintah Kabupaten Bireuen. Penelitian kuantitatif eksplanatori ini melibatkan 80 ASN yang dipilih dengan teknik purposive sampling. Data dikumpulkan melalui kuesioner berskala Likert dan dianalisis dengan regresi linear berganda. Kepemimpinan transformasional (B = 0,201; β = 0,226; p = 0,008), motivasi (B = 0,431; β = 0,487; p < 0,001), dan kepuasan kerja (B = 0,188; β = 0,209; p = 0,044) masing-masing berpengaruh positif dan signifikan terhadap komitmen organisasional. Berdasarkan koefisien terstandarisasi, motivasi merupakan prediktor terkuat. Secara simultan, ketiga variabel berpengaruh signifikan (F = 26,635; p < 0,001) dan menjelaskan 51,3% variasi komitmen organisasional (R² = 0,513), atau 49,3% setelah disesuaikan dengan jumlah prediktor (Adjusted R² = 0,493). Upaya memperkuat komitmen ASN dapat mempertimbangkan perhatian pada faktor motivasional, di samping pengembangan kepemimpinan dan kepuasan kerja. Karena penelitian ini mengukur komitmen organisasional, bukan kinerja birokrasi atau kualitas layanan, dan menggunakan sampel nonprobabilitas, implikasi tersebut perlu dibaca dalam batas-batas itu.
Co-Authors Annisa Ulfa Asyraf Mauliddin Chaeroen Nisa Chairul Bariah Chairul Bariah Denny Firmansyah Fatimah Zuhra Ferri Yanto Hayanuddin Safri Hayanuddin Safri Irne Aryanie Iskandar Iskandar Juanda Juanda Khairul Aswadi Laina Fadhliah LAKHARIS INUZULA Lira Safista M. Yusuf Mai Simahatie Mirza Muchsin Muhammad Diah Muhammad Ferdiananda Chadafi Mulyadi Mulyadi Mulyadi Mulyadi Novida Humairah Nurjannah Nurjannah Rahmi Rahmi Rizki Syahputra Sri Murniyanti Sri Yanna Sutoyo Sutoyo Yundari, Yundari Zalikha Zuriani Ritonga Zuriani Ritongag