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All Journal SEIKO : Journal of Management & Business Jurnal Pendidikan dan Konseling Jurnal Ilmiah Edunomika (JIE) Journal of Artificial Intelligence and Digital Business West Science Interdisciplinary Studies West Science Interdisciplinary Studies
Gilang Sekar Tadjie
Sekolah Tinggi Ilmu Ekonomi Miftahul Huda
Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Electrical & Electronics Engineering Engineering Environmental Science Languange, Linguistic, Communication & Media Mathematics Social Sciences Other

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Analisis Dampak Kebijakan Merger terhadap Kinerja Keuangan Bank Syariah Indonesia (2018-2021) Gilang Sekar Tadjie
Jurnal Pendidikan dan Konseling (JPDK) Vol. 4 No. 6 (2022): Jurnal Pendidikan dan Konseling
Publisher : Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/jpdk.v4i6.9554

Abstract

Penelitian ini bertujuan untuk menganalisis dampak merger terhadap kinerja keuangan bank syariah Indonesia. Kinerja keuangan bank syariah Indonesia diukur dengan menggunakan rasio-rasio keuangan yaitu: CR (Current Ratio). ROA (Return on Assets). ROE (Return on Equity). NPM (Net Profit Margin). DER (Debt to Equity Ratio). Dimana merger merupakan penggabungan dua perusahaan atau lebih yang kemudian menjadi satu kekuatan atau sinergi guna untuk memperkuat posisi perusahaan. Data yang digunakan dalam penelitian ini yakni dokumenter. Sedangkan untuk populasi penelitian ini meliputi BRI Syariah, BNI Syariah Bank Mandiri Syariah dan Bank Syariah Indonesia pada periode tahun 2018-2021. Metode pengambilan sampel yang digunakan dalam penelitian ini adalah purposive sampling. Metoda analisis data yang digunakan untuk menjawab hipotesis 1 sampai 6 (perhitungan rasio-rasio keuangan) digunakan normalitas data, uji beda paired sample t-test dan uji manova. Hasil dari test manova menunjukan bahwa pengujian secara serentak terhadap semua rasio keuangan untuk 3 tahun sebelum merger dengan 1 tahun setelah merger dengan sig. 0,708 > 0,05, 2 tahun sebelum merger dengan 1 tahun dengan sig. 0,943, 1 tahun sebelum merger dengan 1 tahun setelah merger dengan sig. 0,911 yang artinya tidak berbeda secara signifikan. Sedangkan pengujian secara parsial (Paired Sample T-test) menunjukan tidak adanya perbedaan yang signifikan untuk seluruh rasio keuangan CR, ROA, ROE, NPM, DER untuk pengujian 3 tahun sebelum dengan 1 tahun setelah merger, 2 tahun sebelum dengan 1 tahun merger, 1 tahun sebelum dengan 1 tahun setelah merger.
Transformasi Digital dalam Pengelolaan Sumber Daya Manusia: Analisis Dampak Artificial Intelligence terhadap Produktivitas dan Engagement Karyawan di Era Industri 5.0 Gilang, Gilang; Komariyah, Imas; Sudrajat, yayat
JURNAL ILMIAH EDUNOMIKA Vol. 9 No. 1 (2025): EDUNOMIKA
Publisher : ITB AAS Indonesia Surakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29040/jie.v9i1.16483

Abstract

This study aims to analyze the impact of the use of Artificial Intelligence (AI) in Human Resources (HR) management on the effectiveness of technology implementation, employee productivity, and the involvement of organizational culture as a moderating variable in the Industry 5.0 era. This study uses a quantitative approach with a path analysis test method on three regression models. Model 1 analysis results show that the use of AI in HR has a significant effect on the effectiveness of technology implementation with a value of F = 35.320 and p < 0.05, and contributes 26.3% to the effectiveness of technology implementation (R² = 0.263). In Model 2, the effectiveness of technology implementation and the use of AI together have a significant effect on employee productivity with a value of F = 27.111, p < 0.05, and a contribution of 35.6% (R² = 0.356). Model 3 shows that organizational culture as a moderating variable is not significant in strengthening the relationship between technology implementation effectiveness and employee productivity (t = 0.180, p = 0.858). However, the R² value of 0.384 indicates that 38.4% of the variation in employee productivity can be explained by the independent and moderating variables in this model. This study concludes that the use of AI in HR significantly improves the effectiveness of technology implementation and employee productivity. However, the role of organizational culture as moderation needs to be further explored as it did not contribute significantly in this model
Analysis of the Impact of Talent Retention and Competency Development Programs on Turnover Intention and Organizational Effectiveness in Banking Companies in Central Java Imas Komariyah; Gilang Sekar Tadjie; Yana Priyana
West Science Interdisciplinary Studies Vol. 3 No. 02 (2025): West Science Interdisciplinary Studies
Publisher : Westscience Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58812/wsis.v3i02.1693

Abstract

This study examines the impact of Talent Retention and Competency Development Programs on Turnover Intention and Organizational Effectiveness in banking companies in Central Java, utilizing a quantitative analysis with a sample size of 140 respondents. Data were analyzed using Structural Equation Modeling (SEM-PLS 3). The results show that both Talent Retention and Competency Development Programs positively influence Organizational Effectiveness, respectively. However, an unexpected positive relationship between Competency Development Programs and Turnover Intention suggests that employees may feel more competitive in the job market, prompting higher turnover intentions despite enhanced skills. Moreover, Talent Retention significantly reduces turnover intention. The findings emphasize the importance of a strategic approach to talent management that aligns competency development with employee satisfaction and organizational culture. The study provides actionable insights for banking companies seeking to enhance organizational performance while mitigating turnover risks.
Analysis of the Impact of Talent Retention and Competency Development Programs on Turnover Intention and Organizational Effectiveness in Banking Companies in Central Java Komariyah, Imas; Tadjie, Gilang Sekar
West Science Interdisciplinary Studies Vol. 3 No. 02 (2025): West Science Interdisciplinary Studies
Publisher : Westscience Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58812/wsis.v3i02.1693

Abstract

This study examines the impact of Talent Retention and Competency Development Programs on Turnover Intention and Organizational Effectiveness in banking companies in Central Java, utilizing a quantitative analysis with a sample size of 140 respondents. Data were analyzed using Structural Equation Modeling (SEM-PLS 3). The results show that both Talent Retention and Competency Development Programs positively influence Organizational Effectiveness, respectively. However, an unexpected positive relationship between Competency Development Programs and Turnover Intention suggests that employees may feel more competitive in the job market, prompting higher turnover intentions despite enhanced skills. Moreover, Talent Retention significantly reduces turnover intention. The findings emphasize the importance of a strategic approach to talent management that aligns competency development with employee satisfaction and organizational culture. The study provides actionable insights for banking companies seeking to enhance organizational performance while mitigating turnover risks.
Analysis of the Impact of Talent Retention and Competency Development Programs on Turnover Intention and Organizational Effectiveness in Banking Companies in Central Java Komariyah, Imas; Tadjie, Gilang Sekar
West Science Interdisciplinary Studies Vol. 3 No. 02 (2025): West Science Interdisciplinary Studies
Publisher : Westscience Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58812/wsis.v3i02.1693

Abstract

This study examines the impact of Talent Retention and Competency Development Programs on Turnover Intention and Organizational Effectiveness in banking companies in Central Java, utilizing a quantitative analysis with a sample size of 140 respondents. Data were analyzed using Structural Equation Modeling (SEM-PLS 3). The results show that both Talent Retention and Competency Development Programs positively influence Organizational Effectiveness, respectively. However, an unexpected positive relationship between Competency Development Programs and Turnover Intention suggests that employees may feel more competitive in the job market, prompting higher turnover intentions despite enhanced skills. Moreover, Talent Retention significantly reduces turnover intention. The findings emphasize the importance of a strategic approach to talent management that aligns competency development with employee satisfaction and organizational culture. The study provides actionable insights for banking companies seeking to enhance organizational performance while mitigating turnover risks.
The Influence Of Leadership Ethics And Organizational Culture Sudrajat, Yayat; Komariyah, Imas; Sekartadjie, Gilang
SEIKO : Journal of Management & Business Vol 6, No 1 (2023): January - Juny
Publisher : Program Pascasarjana STIE Amkop Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37531/sejaman.v6i1.4355

Abstract

This study set out to determine how organizational performance is impacted by commitment, organizational culture, and ethical leadership. As a mediator in the relationship between ethical leadership and organizational performance, commitment is also examined, as is the link between organizational culture and performance. Primary data for this study is gathered through distributing questionnaires. A quantitative research strategy was used, and SEM with the SmartPLS 3.0 tool was used for data analysis. The Patimban Marine Industry in Subang Regency served as the study's site and its 97 respondents served as the research sample. The study's conclusions indicate that dedication, organizational culture, and ethical leadership all significantly improve organizational performance. Additionally, it showed to be positively significant between organizational cultural commitment and the impact of organizational culture on organizational performance as a mediating variable through commitment. However, ethical leadership has little of an effect on commitment, and it has much less of an effect on organizational performance when it acts as a facilitator of commitment. Keywords: Performance Organization; Leadership Ethics; Culture Organization; Commitment
Pengaruh Budaya Organisasi dan Komunikasi Terhadap Kinerja Karyawan Raspati, Muhammad Irsyad; Radiyanti, Ranggi; Maryam, Neneng Siti; Tadjie, Gilang Sekar
RIGGS: Journal of Artificial Intelligence and Digital Business Vol. 4 No. 2 (2025): Mei - Juli
Publisher : Prodi Bisnis Digital Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/riggs.v4i2.1158

Abstract

Melalui metode kuantitatif, studi ini menginvestigasi hubungan antara budaya organisasi serta komunikasi dengan kinerja karyawan. Data diperoleh melalui kuesioner, dengan sampel penelitian berjumlah 167 orang, lalu dianalisis melalui uji validitas, reliabilitas, serta regresi berganda dengan memanfaatkan software SPSS. Data penelitian memperlihatkan bahwa budaya organisasi secara nyata dan positif memengaruhi pencapaian kerja karyawan. Budaya yang kuat dan positif, seperti yang mendukung inovasi, kolaborasi, dan akuntabilitas, cenderung mendorong kinerja yang lebih baik. Demikian pula, komunikasi ditemukan memengaruhi kinerja karyawan secara positif dan signifikan. Organisasi dengan saluran komunikasi terbuka, transparan, dan dua arah memungkinkan karyawan untuk memahami tujuan, menerima umpan balik, dan berpartisipasi aktif, yang turut mendorong peningkatan produktivitas dan efektivitas kerja. Integrasi antara nilai-nilai budaya organisasi dan sistem komunikasi internal secara empiris menunjukkan adanya dampak terhadap performa kerja karyawan.
Co-Authors Imas Komariyah Maryam, Neneng Siti Radiyanti, Ranggi Raspati, Muhammad Irsyad Yana Priyana Yayat Sudrajat Yayat Sudrajat