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All Journal Dinamika Pendidikan WARTA Benefit: Jurnal Manajemen dan Bisnis Jurnal Sinar Manajemen JBMP (Jurnal Bisnis, Manajemen dan Perbankan) Jurnal Ekonomi dan Bisnis Journal of Economic, Bussines and Accounting (COSTING) SEIKO : Journal of Management & Business Jesya (Jurnal Ekonomi dan Ekonomi Syariah) YUME : Journal of Management Ecopreneur.12 Jurnal Litbang Sukowati : Media Penelitian dan Pengembangan MANAJEMEN DEWANTARA JURNAL LENTERA BISNIS Jurnal Ilmiah Edunomika (JIE) Community Engagement and Emergence Journal (CEEJ) Management Studies and Entrepreneurship Journal (MSEJ) Jurnal Ilmiah Manajemen Kesatuan Community Development Journal: Jurnal Pengabdian Masyarakat Jurnal Orientasi Bisnis dan Entrepreneurship Jurnal Bina Bangsa Ekonomika Proceeding ISETH (International Summit on Science, Technology, and Humanity) Prosiding University Research Colloquium Innovative: Journal Of Social Science Research Paradoks : Jurnal Ilmu Ekonomi Jurnal Informatika Ekonomi Bisnis El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam Journal of Ekonomics, Finance, and Management Studies
Nur Achmad
Universitas Muhammadiyah Surakarta
Religion Agriculture, Biological Sciences & Forestry Arts Humanities Civil Engineering, Building, Construction & Architecture Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Engineering Environmental Science Health Professions Industrial & Manufacturing Engineering Law, Crime, Criminology & Criminal Justice Medicine & Pharmacology Public Health Social Sciences Other

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APAKAH MOTIVASI MEMEDIASI PENGARUH PELATIHAN TERHADAP PRESTASI KERJA DAN PENGEMBANGAN KARIR PADA KARYAWAN RSU AISYIYAH KLATEN Nuur Rohmah Nadzafah; Nur Achmad
Jurnal Bina Bangsa Ekonomika Vol. 17 No. 2 (2024): Jurnal Bina Bangsa Ekonomika (JBBE)
Publisher : LP2M Universitas Bina Bangsa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.46306/jbbe.v17i2.628

Abstract

Human resources are a very valuable asset for organizations, and quality human resources are needed for the growth and development of companies. In order to achieve excellence, human resources must have adequate vision and expertise. Qualified employees can be recognized by their knowledge, skills, abilities, and good work ethic. To improve the quality of its employees, companies must provide training and development opportunities. With training, employees can gain new knowledge and values that can be applied to improve their professional performance. This study examines the impact of employee training on job performance and career development, with motivation as a mediating variable. The results of the study showed that employee training had a significant positive effect on work performance and career development. Motivation also plays a significant mediating role in the relationship between employee training and career development. The study concluded that employee training is essential for improving job performance and career development, and that motivation is an important factor in improving the effectiveness of employee training. The findings of this study have implications for human resource management practices, especially in the context of employee training and development
Empowering Excellence: The Impact of Corporate Governance and Employee Competence on Performance Putri, Eva Kumala Sapna; Achmad, Nur
Jurnal Orientasi Bisnis dan Entrepreneurship (JOBS) Vol 5 No 2 (2024): DESEMBER 2024
Publisher : Lembaga Penelitian Universitas YARSI

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33476/jobs.v5i2.4701

Abstract

This study investigates the impact of employee competence and good corporate governance (GCG) on employee performance, with job satisfaction as a mediating variable, focusing on Bank BJB Bandung. Its uniqueness lies in its specific emphasis on the banking sector, particularly regional banks in Indonesia, which are underexplored in prior research. While many studies examine the general relationship between corporate governance, competence, and performance, this research integrates job satisfaction as a mediator in this unique context. The study employs a quantitative approach, with a population consisting of Bank BJB Bandung employees. Using purposive sampling, 80 respondents were selected, and data were collected through questionnaires designed on a Likert scale. The analysis utilizes PLS-SEM with SMARTPLS 3.2 software, offering a robust framework for testing mediating effects. PLS-SEM comprises two components: The Inner model, which examines relationships between latent variables, and the Outer model, which assesses validity and reliability. The findings reveal that job satisfaction mediates the relationship between employee competence and GCG on employee performance. This study contributes theoretically by emphasizing mediation within the context of regional banking and offers methodological innovation through the application of PLS-SEM for analyzing mediating variables.
The Effect of Transformational Leadership, Organizational Culture, and Work Life Balance on Employee Performance Murniawati, Adita; Achmad, Nur
Jurnal Ilmiah Manajemen Kesatuan Vol. 12 No. 6 (2024): JIMKES Edisi November 2024
Publisher : LPPM Institut Bisnis dan Informatika Kesatuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37641/jimkes.v12i6.2926

Abstract

This study aims to measure how much influence transformational leadership, organizational culture, and work-life balance have on employee performance mediated by organizational commitment. The study was conducted using a purposive sampling method distributed to employees of the Regional Finance Agency of Karanganyar Regency with a total of 90 respondents, the data obtained were then analyzed using partial least square with SmartPLs and then it was found that transformational leadership did not have a significant effect on employee performance or organizational commitment, and did not have a significant effect on employee performance when mediated by organizational commitment. However, organizational culture has a positive and significant effect on employee performance and organizational commitment, and also has a significant effect on employee performance when mediated by organizational commitment. While work-life balance has a positive effect on employee performance and organizational commitment, but is not significant on employee performance alone or when mediated by organizational commitment. Organizational commitment itself has a positive and significant effect on employee performance.
PENGARUH MOTIVASI KERJA DAN LINGKUNGAN KERJA TERHADAP KINERJA KARYAWAN DENGAN KEPUASAN KERJA SEBAGAI VARIABEL INTERVENING PADA PT DELTA MERLIN SANDANG TEKSTIL (DMST) 1 SRAGEN Arianto, Sheptian Tunjung; Achmad, Nur
Journal of Economic, Bussines and Accounting (COSTING) Vol 7 No 6 (2024): COSTING : Journal of Economic, Bussines and Accounting
Publisher : Institut Penelitian Matematika, Komputer, Keperawatan, Pendidikan dan Ekonomi (IPM2KPE)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31539/costing.v7i6.13710

Abstract

Penelitian ini bertujuan untuk mengevaluasi pengaruh motivasi kerja dan lingkungan kerja terhadap kinerja karyawan, dengan kepuasan kerja sebagai variabel mediasi di PT Delta Merlin Sandang Tekstil 1 Sragen. Dengan menggunakan metode kuantitatif yang berlandaskan pada positivisme, data dikumpulkan melalui wawancara, survei, dan dokumentasi, dengan purposive sampling yang memilih 150 karyawan. Analisis menggunakan Structural Equation Modeling (SEM) dengan Partial Least Squares (PLS) melalui perangkat lunak SmartPLS 4. Temuan menunjukkan bahwa meskipun motivasi kerja berpengaruh positif terhadap kepuasan kerja, namun tidak berpengaruh signifikan terhadap kinerja, sedangkan lingkungan kerja berpengaruh positif terhadap kepuasan kerja dan kinerja. Kepuasan kerja, pada gilirannya, secara positif mempengaruhi kinerja tetapi tidak memediasi efek dari motivasi kerja atau lingkungan kerja. Keterbatasan penelitian ini termasuk ukuran sampel yang kecil dan jumlah variabel yang terbatas, menunjukkan bahwa penelitian di masa depan harus memperluas sampel dan memasukkan variabel tambahan untuk analisis yang lebih komprehensif
PENGARUH KOMUNIKASI DAN KERJASAMA TIM TERHADAP KINERJA KARYAWAN PT. PACIFIC GARMENT DENGAN KEPUASAN KERJA DAN SEMANGAT KERJA SEBAGAI VARIABEL MEDIASI Damayanti, Putri; Achmad, Nur
Journal of Economic, Bussines and Accounting (COSTING) Vol 7 No 6 (2024): COSTING : Journal of Economic, Bussines and Accounting
Publisher : Institut Penelitian Matematika, Komputer, Keperawatan, Pendidikan dan Ekonomi (IPM2KPE)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31539/costing.v7i6.13825

Abstract

Penelitian ini mengeksplorasi dampak dari komunikasi dan kerja sama tim terhadap kinerja karyawan di PT. Pacific Garment, dengan kepuasan kerja dan semangat kerja sebagai variabel mediasi. Pendekatan kausal kuantitatif digunakan untuk menguji hubungan di antara variabel-variabel tersebut, dengan menggunakan 50 karyawan sebagai sampel melalui sampling jenuh. Data primer dikumpulkan melalui kuesioner berskala Likert, sedangkan data sekunder berasal dari tinjauan literatur, jurnal, dan penelitian sebelumnya. Analisis menggunakan Structural Equation Modeling (SEM) dengan metode Partial Least Squares (PLS) melalui perangkat lunak Smart PLS 4. Evaluasi model meliputi uji outer model untuk validitas dan reliabilitas, dan uji inner model untuk hubungan antar variabel laten, dengan menggunakan koefisien jalur, ukuran goodness-of-fit, dan uji hipotesis, dengan signifikansi ditentukan pada nilai P <0,05. Temuan menunjukkan bahwa komunikasi memiliki pengaruh positif namun tidak signifikan terhadap kinerja karyawan, meskipun secara signifikan mempengaruhi kepuasan kerja. Demikian pula, kerja sama tim berpengaruh positif namun tidak signifikan terhadap kinerja karyawan, namun berpengaruh signifikan terhadap kepuasan kerja. Komunikasi tidak berpengaruh secara signifikan terhadap semangat kerja, dan kerja sama tim berpengaruh negatif. Kepuasan kerja secara signifikan meningkatkan kinerja karyawan, tetapi semangat kerja tidak. Selain itu, kepuasan kerja memediasi pengaruh komunikasi dan kerja sama tim terhadap kinerja karyawan, tetapi tidak terhadap semangat kerja. Penelitian ini merekomendasikan penelitian di masa depan untuk memperluas ruang lingkup dengan memasukkan konteks organisasi yang lebih beragam, variabel tambahan seperti motivasi, dan alat analisis yang lebih canggih untuk mendapatkan wawasan yang lebih dalam.
Peran Motivasi Kerja Terhadap Kinerja Karyawan Pada Pt. X Garment Di Sukoharjo Jawa Tengah Sari, Elisa Novita; Achmad, Nur
YUME : Journal of Management Vol 7, No 2 (2024)
Publisher : Pascasarjana STIE Amkop Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37531/yum.v7i2.6754

Abstract

Studi ini mempunyai maksud untuk menganalisa pengaruh budaya kerja, disiplin kerja serta kompetensi pada kinerja karyawan pada pt. x garment di sukoharjo jawa tengah dengan motivasi sebagai variabel mediasi. Metode studi yang dipakai yakni metode kuantitatif. Pengambilan sampel, mempergunakan teknik purposive sampling. Populasi yang dipergunakan pada studi ini ialah seluruh karyawan di PT. X Garment, Sukoharjo Jawa Tengah kecuali satpam, office boy serta juga supir dengan jumlah responden 89 orang. Teknik pengumpulan data yang dipergunakan pada studi ini ialah dengan metode kuesioner dengan skala likret. Teknik analisa data yang dipakai pada kajian ini ialah dengan metode SEM PLS, yang terdiri dari Analisa Outer Model serta Inner model, dengan bantuan software SMARTPLS 3.2. Hasil studi memperlihatkan jika Budaya kerja tidak memberi dampak signifikan pada kinerja karyawan serta motivasi kerja. Disiplin kerja tidak memberi dampak signifikan pada kinerja karyawan serta motivasi kerja. Kompetensi mempunyai dampak positif serta signifikan pada kinerja karyawan serta motivasi kerja. Motivasi kerja mempunyai dampak positif serta signifikan pada kinerja karyawan. Motivasi kerja memediasi kompetensi pada kinerja karyawan secara parsial. Motivasi kerja tidak memediasi budaya kerja pada kinerja karyawan. Adapun Motivasi kerja tidak memediasi disiplin kerja pada kinerja karyawanKata Kunci: Budaya Kerja; Disiplin kerja; Kompetensi; Motivasi kerja; Kinerja Karyawan
PENGARUH KOMPETENSI, MOTIVASI, LINGKUNGAN KERJA TERHADAP PRODUKTIVITAS KERJA KARYAWAN PT. “W” Waruwu, Dicky Rahmat; Achmad, Nur
JURNAL ILMIAH EDUNOMIKA Vol 8, No 4 (2024): EDUNOMIKA
Publisher : ITB AAS Indonesia Surakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29040/jie.v8i4.15548

Abstract

Employee productivity as an important thing in the company will be achieved with employees who have good competence in their respective fields of work. The purpose of this study is to determine the influence of competence on employee work productivity at PT. W, the influence of motivation affects the work productivity of employees at PT. W and the influence of the work environment affect the work productivity of employees at PT. W. This study uses a quantitative approach, a research method based on the philosophy of positivism, used to use research instruments, quantitative data analysis with the aim of testing the hypothesis that has been determined. Population is the number of employees in PT. W as many as 55 people. The result obtained by the competency variable (X1) is which means that the result has a significant effect on work productivity (Y). The motivation variable (X2) did not have a significant effect on work productivity (Y). The work environment variable (X3) had a significant effect on work productivity (Y).
Pengaruh Kepemimpinan Transformasional Terhadap Perilaku Kerja Inovatif di Tempat Kerja: Efek Moderasi dari Dukungan Organisasi yang Dirasakan dan Keterlibatan Kerja: Studi Penelitian pada karyawan di PT.H Nadia Rahmawati; Achmad, Nur
El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam Vol. 6 No. 1 (2025): El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam
Publisher : Intitut Agama Islam Nasional Laa Roiba Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47467/elmal.v6i1.6910

Abstract

This study aims to examine the effect of transformational leadership on innovative work behavior, considering the moderating effects of perceived organizational support and work engagement among employees of PT.H. The research employed a quantitative method with SEM-PLS analysis, involving 57 respondents selected through purposive sampling. Primary data were collected using a questionnaire designed to measure the research variables. The results indicate that transformational leadership has a significant positive effect on innovative work behavior, suggesting that leaders who adopt this leadership style can encourage employees to innovate and contribute creatively in the workplace. However, the analysis also revealed that perceived organizational support and work engagement do not significantly moderate this relationship. This finding implies that, while support and engagement are important, the impact of transformational leadership on innovative behavior remains strong regardless of these factors. Understanding that transformational leadership can independently enhance innovative behavior, companies are advised to focus on strengthening leadership styles to create a work culture that supports innovation. This research also opens opportunities for further studies on other factors that might influence the relationship between leadership and innovation in organizational settings.
The Influence of Soft Skill and Hard Skill Development on Students Self-Efficacy and Work Readiness Ismaya, Malika Indah Nur; Achmad, Nur
Proceeding ISETH (International Summit on Science, Technology, and Humanity) 2024: Proceeding ISETH (International Summit on Science, Technology, and Humanity)
Publisher : Universitas Muhammadiyah Surakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.23917/iseth.5373

Abstract

Introduction/Main Objectives: This paper discusses the work readiness of students at Universitas Muhammadiyah Surakarta. Background Problems: The study aims to determine the effect of soft skills, hard skills, and self-efficacy on students' work readiness. Novelty: Focusing specifically on students at Universitas Muhammadiyah Surakarta, this study analyzes the combined effect of soft skills and hard skills on self-efficacy and work readiness. Research Methods: Distributing questionnaires with respondent criteria, namely students of Muhammadiyah University of Surakarta class of 2021. Finding/Results: Soft skills and hard skills have a high correlation (r = 0.814), indicating that the two often develop together. Conclusion: Self-efficacy plays an important mediator between soft skills and hard skills on work readiness, with soft skills having a greater influence. The development of these three aspects is needed to improve students' work readiness.
Analysis of Corporate Reputation as an Intervening Variable in the Relationship Between the Influence of E-Recruitment, Employer Branding, and Compensation on the Interest of Generation Z in Applying for Jobs Salsabila, Sherlynda Febriana; Achmad, Nur
Proceeding ISETH (International Summit on Science, Technology, and Humanity) 2024: Proceeding ISETH (International Summit on Science, Technology, and Humanity)
Publisher : Universitas Muhammadiyah Surakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.23917/iseth.5393

Abstract

Purpose: Generation Z, born between 1997 and 2012, grew up in the digital era and is highly familiar with the internet and online platforms. This study aims to determine the influence of E-Recruitment, Employer Branding, and Compensation on Generation Z's interest in applying for jobs, as well as the mediating role of Corporate Reputation in the relationship between Employer Branding and Generation Z's job application interest. Methodology: The population of this study consists of Generation Z in the city of Surakarta, with a sample of 385 respondents selected using Cochran's formula. The study employed an online questionnaire via Google Forms, distributed to Generation Z individuals in Surakarta who are either currently seeking jobs or planning to do so in the near future. Data analysis techniques included descriptive analysis using JASP and Structural Equation Modeling (SEM) analysis using Smart PLS 4. Results: The analysis reveals that E-Recruitment has a positive and significant impact on Generation Z's interest in applying for jobs. Employer Branding also demonstrates a positive and significant effect on Generation Z's job application interest. Additionally, Employer Branding significantly influences Corporate Reputation. However, Compensation does not have a significant effect on Generation Z's interest in applying for jobs. Similarly, Corporate Reputation does not significantly affect Generation Z's job application interest. The impact of Employer Branding on Generation Z's job application interest, mediated by Corporate Reputation, shows a negative and insignificant effect. Applications/Originality/Value: This study provides insights for companies in developing more effective recruitment strategies to attract high-achieving Generation Z talent.
Co-Authors Ambariyanto Ambariyanto Ananda, Kannitha Audria Deva Andriansyah, Muhammad Rafi' Angellia, Anggi Anisa Ayu Gyanmar, Fridasari Arianto, Sheptian Tunjung Arum, Jovita Sekar Atwal Arifin, Atwal Bastotan, Rosid Choirunnisa, Bella A. Damayanti, Putri Dewaty, Galuh Kasih Anugerah Divando, Alvian Fery Dwi Sarbini Edy Purwo Saputro Fadhel Adam Syahaical Faraliza Gibranty Syarifudin Fatah, M. Miftahul Firli Dwi Kusuma Putri Fitriana Mustikaningrum Fitriana, Desinta Fajar Fridasari Anisa Ayu Gyanmar Govanda Elcovano Adenza Faradz Ismaya, Malika Indah Nur Itsna Fauzia Nurul Rahmawati Jannah, Zainur Miftakhul Jati Waskito K Kussudyarsana Kussudyarsana Kussudyarsana Kussudyarsana M. Sholahuddin M. Sholahudin Maharani, Riris Arienda Marfuah, Aulia Dias Maulaniya Nestri Setya Zhari Mirzam Arqy Ahmadi Muhammad Sholahuddin Murniawati, Adita Muthohar, A'isy Rusdi Muzakar Isa Nadia Rahmawati Novel Idris Abas Nuur Rohmah Nadzafah Permatasari, Qisthoni Pradana, Muhammad Aldilo Ihza Pramudya Kurnia Purnomo, Siddiq Putri, Eva Kumala Sapna Rini Kuswati S Soepatini Salsabila, Sherlynda Febriana Sari, Elisa Novita Saskara, Bela Setiyanto, Sulis Sholahudin, M. Siddiq Purnomo Sih Handayani, Sih Sri Murwanti Sri Murwanti Sulis Setiyanto Triyono Triyono Wahyu Hamzah Yudatama Wahyuningrum, Dinda Daniar Waruwu, Dicky Rahmat Wibowo, Debora Tata Wuryaningsih Dwi Lestari, Wuryaningsih Dwi Yessy Bangkit Forma Yudatama, Wahyu Hamzah Zainur Miftakhul Jannah Zhari, Maulaniya Nestri Setya Zulfa Irawati, Zulfa