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PENGARUH SUBJECTIVE NORM DAN PERCEIVED BEHAVIORAL CONTROL TERHADAP INTENTION TO COMMIT DIGITAL PIRACY Ruslim, Tommy Setiawan; Rahardjo, Mukti; Widjaya, Hannes
Jurnal Ekonomi Vol 22, No 3 (2017): November 2017
Publisher : Fakultas Ekonom dan Bisnis, Universitas Tarumanagara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24912/je.v22i3.283

In the era of computerization today, almost every company big and small usecomputers in running its business activities. Even not only within the scope of the company, both of the students, other businessmen are also many who use computers to help business activities. The high level of demand for the needs of the software to create a number of parties to create pirated software with a much cheaper price, so it is allegedly can make software makers experience losses of course. By doing a similar research as conducted by YoonÂ (2011), the authors conducted research on the intention to perform digital piracy in S1 Management Faculty of Economics Tarumanagara University. By using questionnaires, data is processed with PASW 18.00 software, there is also result of this research is subjective norm as independent variable (X1) and perceived behavioral control (X2) have significant influence to intention to commit digital piracy (Y).

Pengaruh employee engagement dan work-life balance terhadap turnover intention di generasi milenial Chrisdiana, Lita; Rahardjo, Mukti
Jurnal Manajemen Bisnis dan Kewirausahaan Vol 1 No 1 (2017): Jurnal Manajemen Bisnis dan Kewirausahaan
Publisher : Universitas Tarumanagara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24912/jmbk.v1i1.4738

The purpose of this study was to analyze the influence of employee engagement (X1) and work-life balance (X2) on turnover intention (Y) in millennial generation DKI Jakarta. This research used a non-experimental quantitative design, with nonprobability and snowball sampling techniques. The subject of this study consisted of thirty-one respondents who worked in the Jakarta area, aged between 20 and 36 years old. Data analysis is using multiple linear analyses with additional supported application of SPSS ver. 23. The result obtained from the data analysis showed a significance level of 0,05, employee engagement (t-count = -1,162), which means Ho is accepted, which indicates there is a negative relationship between employee engagement and turnover intention. Moreover, work-life balance (t-count = +2,534), which means Ho is rejected, indicates there is a relationship between variable work-life balance and turnover intention.

Job satisfaction sebagai mediasi terhadap pengaruh flexible work arrangements dan organizational justice dengan turnover intention karyawan Damara, Gracia; Rahardjo, Mukti
Jurnal Manajemen Bisnis dan Kewirausahaan Vol 8 No 1 (2024): Jurnal Manajemen Bisnis dan Kewirausahaan
Publisher : Universitas Tarumanagara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24912/jmbk.v8i1.28392

Human resources are one of the success indicators that drive the companies’ growth, and every company has different strategies to attract, motivate, and retain employees with the practice of many programs to increase the employees’ satisfaction in the company. High turnover can be a severe human resource management problem because employee turnover can affect the companies’ performance and productivity. This study analyzes the relationship between flexible work arrangements, organizational justice, and turnover intention through job satisfaction as a mediating effect. The subjects in this study are employees in multi-finance companies around Jabodetabek areas, with a sample of 150 responses. This study develops 7 hypotheses that will be analyzed using partial least squares-structural equation modeling (PLS-SEM). The results of this study indicate that flexible work arrangements do not have a significant effect on job satisfaction and turnover intention. Job satisfaction could not mediate the relationship between flexible work arrangements and turnover intention. Meanwhile, organizational justice has a positive effect on job satisfaction, a negative effect on turnover intention, and an indirect effect on turnover intention through job satisfaction. Job satisfaction also has a negative effect on turnover intention. That means organizational justice might contribute to increasing job satisfaction and decreasing turnover intention. Job satisfaction can decrease turnover intention and mediate the relationship between organizational justice and turnover intention of employees in multi-finance companies. Sumber daya manusia merupakan salah satu faktor keberhasilan dalam perkembangan suatu perusahaan dan setiap perusahaan memiliki strategi yang berbeda untuk memberikan daya tarik, memotivasi, dan mempertahankan karyawan dengan cara menerapkan berbagai program yang berdampak pada kepuasan karyawan terhadap perusahaan. Tingkat turnover yang tinggi dapat menjadi permasalahan yang dapat berdampak pada kinerja dan produktivitas perusahaan. Penelitian ini bertujuan untuk menganalisis pengaruh antara pengaturan kerja fleksibel, keadilan organisasi, dan turnover intention melalui kepuasan kerja sebagai variabel mediasi. Subjek pada penelitian merupakan karyawan yang bekerja pada perusahaan pembiayaan di Jabodetabek sebanyak 150 responden. Penelitian terdiri dari 7 hipotesis yang dianalisis menggunakan Partial Least Square-Structural Equation Modelling (PLS-SEM). Hasil pengujian menunjukkan bahwa pengaturan kerja fleksibel tidak berpengaruh terhadap kepuasan kerja dan turnover intention, baik secara langsung maupun tidak langsung melalui kepuasan kerja. Sementara itu, keadilan organisasi berpengaruh positif terhadap kepuasan kerja dan berpengaruh negatif terhadap turnover intention secara langsung serta tidak langsung melalui kepuasan kerja. Kepuasan kerja juga memiliki hubungan negatif dengan turnover intention. Hal ini berarti keadilan organisasi dapat meningkatkan kepuasan kerja dan menurunkan turnover intention. Kepuasan kerja juga dapat menurunkan turnover intention secara langsung dan memediasi hubungan antara keadilan organisasi dan turnover intention karyawan pada perusahaan pembiayaan.

Pengaruh lingkungan kerja, stres kerja, dan kepuasan kerja terhadap turnover karyawan PT XYZ Wardanti, Setya Ayu; Rahardjo, Mukti
Jurnal Manajemen Bisnis dan Kewirausahaan Vol 8 No 2 (2024): Jurnal Manajemen Bisnis dan Kewirausahaan
Publisher : Universitas Tarumanagara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24912/jmbk.v8i2.29655

The study was to determine the effect of the work environment, job stress, and job satisfaction on employee turnover at PT XYZ. The conditions, actions, and circumstances of an employee are very important for company performance. One of the things that cannot be avoided in employee behavior is the desire to move (turnover). A good working environment and high job satisfaction will affect the decrease in turnover, while high job stress will affect the increase in turnover. The population in this research is employees at PT XYZ. The samples in this research were 62 employees using the Slovin method. The method of data collection using questionnaires. To analyze data using descriptive analysis and the percentage of regression analysis using SPSS. Based on the research results, it is evident that the negative effect of a significant partial work environment, job satisfaction toward employee turnover at PT XYZ, and the positive effect of job stress toward employee turnover at PT XYZ. Penelitian ini bertujuan untuk mengetahui pengaruh lingkungan kerja, stres kerja, dan kepuasan kerja terhadap turnover karyawan pada PT XYZ. Kondisi, tindakan, dan keadaan seorang karyawan sangat penting bagi kinerja perusahaan. Salah satu hal yang tidak dapat dihindari dalam perilaku pegawai adalah adanya keinginan untuk berpindah (turnover). Lingkungan kerja yang baik serta kepuasan kerja yang tinggi akan berpengaruh pada penurunan tingkat turnover karyawan, sedangkan stres kerja yang tinggi akan berpengaruh pada meningkatnya turnover karyawan. Populasi dalam penelitian ini adalah karyawan PT XYZ. Jumlah sampel yang digunakan dalam penelitian ini sebanyak 62 karyawan, menggunakan metode Slovin. Metode pengumpulan data menggunakan kuesioner. Analisis data menggunakan analisis deskriptif dan analisis regresi dengan bantuan program SPSS. Berdasarkan hasil penelitian, diketahui terdapat pengaruh negatif signifikan secara parsial lingkungan kerja dan kepuasan kerja terhadap turnover karyawan PT XYZ, serta pengaruh positif signifikan secara parsial stres kerja terhadap turnover karyawan PT XYZ.

Pengaruh leadership style dan organizational culture terhadap employee performance (Studi kasus pada karyawan PT X Provinsi Maluku): Innovative work behavior sebagai variabel mediasi Sitanaya, Kevin Adriel; Rahardjo, Mukti
Jurnal Manajemen Bisnis dan Kewirausahaan Vol 8 No 3 (2024): Jurnal Manajemen Bisnis dan Kewirausahaan
Publisher : Universitas Tarumanagara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24912/jmbk.v8i3.30214

This research aims to analyze the influence of leadership style and organizational culture on employee performance at PT X in the Maluku Province, with the mediation of innovative work behavior. Employing a descriptive approach with quantitative analysis, the research involves 92 respondents who are employees of PT X. The sampling method used in this research is non-probability sampling, where the sample is not randomly selected. Data collection is conducted through the distribution of questionnaires, followed by processing and analysis with the PLS-SEM method. The results indicate that leadership style significantly affects employee performance, both directly and mediated by innovative work behavior, while organizational culture only influences employee performance when mediated by innovative work behavior. Penelitian ini bertujuan untuk menganalisis pengaruh gaya kepemimpinan dan budaya organisasi terhadap kinerja karyawan PT X di Provinsi Maluku dengan mediasi perilaku kerja inovatif. Penelitian ini bersifat deskriptif dengan analisa kuantitatif terhadap 92 responden yang merupakan karyawan PT X. Pada penelitian ini, sampel diambil dengan cara non probability sampling, artinya sampel tidak dipilih secara acak. Pengumpulan data dilakukan dengan menyebarkan kuesioner kemudian diolah dan dianalisis dengan metode PLS-SEM. Hasil penelitian ini menunjukkan bahwa gaya kepemimpinan berpengaruh terhadap kinerja karyawan baik secara langsung ataupun dimediasi oleh perilaku kerja inovatif, sedangkan budaya organisasi hanya berpengaruh terhadap kinerja karyawan apabila dimediasi oleh perilaku kerja inovatif.

Analisis faktor kepuasan kerja tenaga ahli DPR RI: Pengaruh gaya kepemimpinan, budaya organisasi, dan kompensasi melalui motivasi Stephen, Bryan Reyes; Rahardjo, Mukti
Jurnal Manajemen Bisnis dan Kewirausahaan Vol 8 No 5 (2024): Jurnal Manajemen Bisnis dan Kewirausahaan
Publisher : Universitas Tarumanagara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24912/jmbk.v8i5.32422

Job satisfaction is one of the main factors that determines an organization’s ability to retain its workers or employees to sustain the organization’s productivity and pursue its objectives. This study aims to determine the effect of leadership style, organizational culture, compensation, and motivation on job satisfaction through motivation also being used as a moderating variable for the relationship between other variables. The type of research used is quantitative descriptive research using purposive sampling utilizing questionnaires distributed among 190 Experts from the Indonesian House of Representatives. The data was then analyzed and interpreted through the Structural Equation Modeling (SEM). Hypothesis testing is done using a t-statistical test and p-value at the 0.05 level. This study concluded that leadership style, organizational culture, and compensation have a positive and significant effect on the job satisfaction of House of Representatives experts, with motivation also having a significant effect as a moderating variable for the relationship between organizational culture and compensation to job satisfaction, although it does not have a significant effect in the relationship between leadership style and job satisfaction. Kepuasan kerja merupakan salah satu faktor utama yang menentukan kemampuan suatu organisasi dalam mempertahankan pekerja atau karyawannya guna menunjang produktivitas organisasi dan mencapai tujuannya. Penelitian ini bertujuan untuk mengetahui pengaruh gaya kepemimpinan, budaya organisasi, kompensasi, dan motivasi terhadap kepuasan kerja melalui motivasi yang juga digunakan sebagai variabel mediasi hubungan antar variabel lainnya. Jenis penelitian yang digunakan adalah penelitian deskriptif kuantitatif dengan menggunakan purposive sampling dengan memanfaatkan kuesioner yang diberikan kepada 190 tenaga ahli DPR RI. Data tersebut kemudian dianalisis dan diinterpretasikan melalui Structural Equation Modeling (SEM). Uji hipotesis dilakukan dengan menggunakan uji t-statistik dan nilai p pada taraf 0,05. Penelitian ini menyimpulkan bahwa gaya kepemimpinan, budaya organisasi, dan kompensasi berpengaruh positif dan signifikan terhadap kepuasan kerja ahli DPR, dengan motivasi juga berpengaruh signifikan sebagai variabel mediasi hubungan budaya organisasi dan kompensasi terhadap kepuasan kerja, walaupun tidak mempunyai pengaruh yang signifikan dalam hubungan antara gaya kepemimpinan dengan kepuasan kerja.

PENGARUH TANGIBLE, RESPONSIVENESS, TRUST, COMMUNICATION, DAN SATISFACTION TERHADAP LOYALITAS (INVESTIGASI: BANK “DANA***” DI MALL “TSR”) Setiawan Ruslim, Tommy; Rahardjo, Mukti; Putera Siswanto, Halim
Jurnal Ilmu Manajemen Terapan Vol. 1 No. 5 (2020): Jurnal Ilmu Manajemen Terapan (Mei 2020)
Publisher : Dinasti Review Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31933/jimt.v1i5.224

Di zaman sekarang ini, bank merupakan bagian yang sulit terpisahkan dalam kehidupan terutama bagi mereka yang tinggal di daerah perkotaan, banyaknya keperluan baik dalam hal bertransaksi atau menabung membuat bank menjadi kebutuhan baik para pengusaha, pedagang maupun pekerja. Tetapi kebutuhan yang tinggi tersebut juga mendapat banyak persaingan yang ketat karena banyaknya bank-bank yang sudah ada membuat sejumlah bank mengalami likuidasi. Loyalitas konsumen yang sekarang sudah ada, sangatlah penting bagi kelangsungan hidup suatu perusahaan, dari penelitian para ahli terdahulu, tercatat sejumlah variabel-variabel independen yang dapat mempengaruhi loyalitas konsumen. Penelitian ini meneliti tentang pengaruh variabel tangible, responsiveness, trust, communication, satisfaction terhadap loyalitas nasabah pada Bank Dana*** di Mall “TSR”, dari 50 sampel responden yang diambil, dengan menggunakan convenient sampling dan dengan model regresi diperoleh hasil bahwa variabel tangible, responsiveness, trust, communication, satisfaction memiiki pengaruh positif terhadap loyalitas, namun hanya variabel responsiveness, communication dan satisfaction yang pengaruhnya signifikan.

Tinjauan dampak kompensasi dan motivasi terhadap kinerja karyawan di PT Impact Power Mandiri dengan mediasi kepuasan kerja Purnomo, Banyu Adytama; Rahardjo, Mukti
Jurnal Manajemen Bisnis dan Kewirausahaan Vol 9 No 1 (2025): Jurnal Manajemen Bisnis dan Kewirausahaan
Publisher : Universitas Tarumanagara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24912/jmbk.v9i1.33834

An employee’s job performance is measured by the accomplishments achieved by an individual employee or their organization according to criteria that apply within a certain time period. This study aims to determine the effect of compensation and motivation on job performance through job satisfaction acting as a mediating variable. The type of research used is quantitative descriptive research using purposive sampling involving 135 employees of PT Impact Power Mandiri. The data is then analyzed and interpeted through Structural Equation Model (SEM) using the software SmartPLS version 4. Hypothesis testing is done using t statistical test and p value at the 0.05 level. The study found that compensation, motivation, and job satisfaction affected the job performance of PT Impact Power Mandiri employees positively and significantly, while job satisfaction also had a significant impact as a mediating variable. The results of specific indirect effect test concluded that job satisfaction had a significant mediating effect on the influence of motivation on job performance, however did not have a significant mediating impact on the influence of compensation on job performance. Kinerja karyawan diukur dari pencapaian karyawan secara individu atau organisasinya menurut kriteria yang berlaku dalam kurun waktu tertentu. Penelitian ini bertujuan untuk mengetahui pengaruh kompensasi dan motivasi terhadap kinerja melalui kepuasan kerja sebagai variabel mediasi. Jenis penelitian yang digunakan adalah penelitian deskriptif kuantitatif dengan menggunakan purposive sampling menggunakan sampel 135 orang karyawan PT Impact Power Mandiri. Data kemudian dianalisis dan diinterpretasikan melalui Structural Equation Model (SEM) dengan menggunakan software SmartPLS versi 4. Pengujian hipotesis dilakukan dengan menggunakan uji statistik t dan nilai p pada taraf 0,05. Hasil penelitian menunjukkan kompensasi, motivasi, dan kepuasan kerja berpengaruh positif dan signifikan terhadap kinerja pegawai PT Impact Power Mandiri, sedangkan kepuasan kerja juga berpengaruh signifikan sebagai variabel mediasi. Hasil uji pengaruh tidak langsung spesifik menyimpulkan bahwa kepuasan kerja memiliki pengaruh mediasi yang signifikan pada pengaruh motivasi terhadap kinerja, namun tidak memiliki pengaruh mediasi yang signifikan pada pengaruh kompensasi terhadap kinerja.

THE INFLUENCE OF INTELLECTUAL INTELLIGENCE AND EMOTIONAL INTELLIGENCE ON EMPLOYEE PERFORMANCE MEDIATED BY JOB SATISFACTION Gilliani, Gratiani; Rahardjo, Mukti
International Journal of Application on Economics and Business Vol. 1 No. 3 (2023): Agustus 2023
Publisher : Graduate Program of Universitas Tarumanagara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24912/ijaeb.v1i3.1782-1793

The success of PT Fast Food Indonesia Tbk. in becoming the best fast food restaurant brand in Indonesia, as mentioned on the Top Brand website from 2020 to 2022, is certainly supported by highly performing human resources. This situation sparks the researchers' curiosity to analyze the influence of intellectual intelligence and emotional intelligence and job satisfaction as an intervening variable on employee performance. The data was collected through the distribution of questionnaires using a google form. A total of 100 respondents were included in the sample for analysis. SmartPLS software with PLS-SEM approach is used in this analysis. According to the findings of this study, intellectual intelligence and emotional intelligence have a significant and positive effect on job satisfaction. Intellectual intelligence, emotional intelligence and job satisfaction also have a significant and positive effect on employee performance. Job satisfaction can meditate the influence of intellectual intelligence and emotional intelligence on employee performance.

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