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All Journal Jurnal Pengabdian Dharma Laksana JENIUS (Jurnal Ilmiah Manajemen Sumber Daya Manusia) International Journal of Science and Society (IJSOC)
Sari Dewi Oktari
Universitas Widyatama, Bandung, Indonesia
Economics, Econometrics & Finance Environmental Science Materials Science & Nanotechnology Social Sciences

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The Role of Compensation and Loyalty to Employee Turnover Intention Agatha Rinta Suhardi; Sari Dewi Oktari
Jurnal Ilmiah Sumber Daya Manusia Vol 6, No 2 (2023): JANUARI, JENIUS (Jurnal Ilmiah Manajemen Sumber Daya Manusia)
Publisher : Universitas Pamulang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32493/JJSDM.v6i2.27926

Abstract

High turnover intention can indicate an ineffective organization because the company loses experienced employees and needs to retrain new employees. In addition, the high level of turnover intention will create instability and uncertainty about labor conditions and increase the cost of human resources. The purpose of this study was to determine the effect of compensation and loyalty on employee turnover intention by using a saturated sampling technique in sampling. Data processing was carried out by analyzing correlation coefficients, coefficients of determination, and hypothesis testing. The results of this study indicate that compensation has a strong relationship with turnover intention and has a significant negative effect on the turnover intention variable, which means that if compensation is increased, turnover intention will decrease. Another result is that loyalty has a strong relationship with turnover intention and has a significant negative effect on turnover intention, which means that if employee loyalty increases, turnover intention will decrease. Compensation and loyalty have a very strong relationship with turnover intention, the higher the compensation and loyalty, the lower the turnover intention.
Penerapan Manajemen Risiko Operasional pada Industri Kecil Menengah di Kampoeng Wisata Binong Agatha Rinta Suhardi; Sari Dewi Oktari
Jurnal Pengabdian Dharma Laksana Vol 5, No 2 (2023): JPDL (Jurnal Pengabdian Dharma Laksana)
Publisher : LPPM Universitas Pamulang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32493/j.pdl.v5i2.28091

Abstract

Di Indonesia, industri rajut mulai berkembang dan menjadi salah satu faktor pendukung industri fashion yang semakin bervariasi. Pemahaman mengenai manajemen risiko dapat membantu untuk meningkatkan penjualan dari industri rajut itu sendiri. Kegiatan Pengabdian Kepada Masyarakat (Abdimas) ini penting untuk membantu para pengrajin rajut dalam memasarkan dan memahami mengenai manajemen risiko sehingga penjualan industri rajut semakin meningkat, inovatif, kreatif, mandiri serta berdaya saing. Tujuan kegiatan ini adalah untuk memberikan penyelenggaraan pelatihan manajemen risiko operasional dengan identifikasi, penilaian, mitigasi dan pengembangan risiko pada Industri Kecil Menengah Kampoeng Wisata Binong sebagai modal penting dalam kegiatan bisnisnya. Metode pelaksanaan adalah dengan memberikan gambaran berkaitan manajemen risiko operasional, memberikan contoh penerapan manajemen risiko operasional dalam mengembangkan usaha. Materi yang disampaikan pada kegiatan Abdimas mencapai target cukup baik sebab materi pelatihan dan implementasi manajemen risiko operasional agar dapat mengembangkan peluang usaha terbatas menjadi peluang usaha yang dapat menghasilkan profit secara maksimal.
The Role of Compensation and Loyalty to Employee Turnover Intention Agatha Rinta Suhardi; Sari Dewi Oktari
Jurnal Ilmiah Sumber Daya Manusia Vol 6 No 2 (2023): JANUARI, JENIUS (Jurnal Ilmiah Manajemen Sumber Daya Manusia)
Publisher : Universitas Pamulang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32493/JJSDM.v6i2.27926

Abstract

High turnover intention can indicate an ineffective organization because the company loses experienced employees and needs to retrain new employees. In addition, the high level of turnover intention will create instability and uncertainty about labor conditions and increase the cost of human resources. The purpose of this study was to determine the effect of compensation and loyalty on employee turnover intention by using a saturated sampling technique in sampling. Data processing was carried out by analyzing correlation coefficients, coefficients of determination, and hypothesis testing. The results of this study indicate that compensation has a strong relationship with turnover intention and has a significant negative effect on the turnover intention variable, which means that if compensation is increased, turnover intention will decrease. Another result is that loyalty has a strong relationship with turnover intention and has a significant negative effect on turnover intention, which means that if employee loyalty increases, turnover intention will decrease. Compensation and loyalty have a very strong relationship with turnover intention, the higher the compensation and loyalty, the lower the turnover intention.
The Role of Compensation and Job Satisfaction to Improve Employee Performance PT. A Sari Dewi Oktari; Agatha Rinta Suhardi; Andi Budiawan
International Journal of Science and Society Vol 5 No 3 (2023): International Journal of Science and Society (IJSOC)
Publisher : GoAcademica Research & Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54783/ijsoc.v5i3.805

Abstract

The low performance of employees is thought to occur due to less optimal compensation and low job satisfaction felt by employees. This study aims to examine and analyze the effect of compensation and job satisfaction on employee performance at PT. A. Research methods using descriptive and verification, data collection techniques using primary data obtained through questionnaires. The research sample was 82 respondents, the sampling method used purposive sampling. The data analysis technique uses multiple linear regression. The results showed that descriptively compensation, job satisfaction, and employee performance were classified as lacking. As for the verification results obtained that compensation and job satisfaction affect employee performance both partially and simultaneously, with a contribution of 39.9% and the remaining 60.1% influenced by other factors not examined in this study.
The Influence of Training Programs and Motivation on Employee Work Productivity Agatha Rinta Suhardi; Sari Dewi Oktari; Andi Budiawan
International Journal of Science and Society Vol 5 No 4 (2023): International Journal of Science and Society (IJSOC)
Publisher : GoAcademica Research & Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54783/ijsoc.v5i4.876

Abstract

Good employee work productivity is inseparable from the training programs provided by the company where the employee works. In practice, more emphasis is placed on training programs to make employees more enthusiastic, so that employee work productivity can increase according to the targets set by the company. Another factor that can affect employee work productivity is the motivation of employees in the company. Motivation is a tool that can influence a person or group of people in an organization or institution to achieve the goals in it. The purpose of this study was to determine the effect of the Training and Motivation Program on Employee Productivity. Data processing was carried out by analyzing the correlation coefficient, the coefficient of determination, and testing the hypothesis. Based on the results of data processing, it was obtained that it simultaneously indicated that there was a significant influence of training programs and motivation on employee work productivity. Partially, the results of the study show that training programs have an effect on employee performance and motivation has an effect on employee productivity.
Co-Authors Agatha Rinta Suhardi Budiawan, Andi