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All Journal Conference In Business, Accounting And Management (Cbam) 2012 Jurnal Ilmiah Mahasiswa Ekonomi Manajemen JURISMA: Jurnal Riset Bisnis & Manajemen Pattimura Proceeding : Conference of Science and Technology Jurnal Manajemen Pendidikan Islam
Hamdi Harmen
Universitas Syiah Kuala, Indonesia
Religion Agriculture, Biological Sciences & Forestry Humanities Astronomy Biochemistry, Genetics & Molecular Biology Chemical Engineering, Chemistry & Bioengineering Chemistry Civil Engineering, Building, Construction & Architecture Control & Systems Engineering Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Energy Engineering Materials Science & Nanotechnology Mathematics Physics

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Pengaruh Modal Intelektual Pada Kinerja Organisasional: Sebuah Pendekatan Komplementarian Hamdi Harmen; - Fairuzzabadi; - Farid
Conference In Business, Accounting, And Management (CBAM) Vol 1, No 2 (2012): Conference In Business, Accounting And Management (Cbam) 2012
Publisher : Conference In Business, Accounting, And Management (CBAM)

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

The study aims to examine the effect of intellectual capital’s components – human, structural, and relational capital, and their interactions on the organizational performance in a sample of private higher education in Yogyakarta. The regressions results indicated organizational performance in the dimension of organizational effectiveness can be well-explained by each component of intellectual capital. The results also indicated the interactions among human capital and relational capital had a synergistic or enhancing interactions in explaining performance of higher education institution.Keywords: intellectual capital, organizational performance, higher education institution.
PENGARUH KEPEMIMPINAN ETIS DAN KOMITMEN ORGANISASIONAL TERHADAP IKLIM HUBUNGAN INDUSTRIAL YANG DIMEDIASI DARI SUARA KARYAWAN PADA KARYAWAN PT PEGADAIAN (PERSERO) KANTOR PEGADAIAN SYARIAH AREA BANDA ACEH Muhammad Hanif; Hamdi Harmen
Jurnal Ilmiah Mahasiswa Ekonomi Manajemen Vol 7, No 1 (2022): Februari
Publisher : Departemen Manajemen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24815/jimen.v7i1.17742

Abstract

Absract: This study aims to measure the Influence of Ethical Leadership and Organizational Commitment to the Climate of Industrial Relations Mediated from Employee Voices. The population used in this research is the employees of PT (PERSERO) Pegadaian Syariah Banda Aceh which consists of 95 employees. The sample used is as many as 83 people. The sampling technique used is Probability Sampling and the type of sampling is Simple Random Sampling. The data collection equipment used in this study was a questionnaire. The method used is Multiple Linear Regression is used as an analytical method to determine the effect of the dependent variable. The results of the analysis explain that there is a significant influence of Ethical Leadership on the Climate of Industrial Relations, There is no influence of Ethical Leadership on the Voice of Employees, There is no effect of Ethical Leadership on the Voice of Employees, There is an effect of Organizational Commitment on the Voice of Employees, There is an influence of the Voice of Employees on the Climate of Industrial Relations, No there is the effect of mediating variable Employee Voice of Ethical Leadership on Industrial Relations Climate. There is no mediating effect of Employee Voice from Organizational Commitment to Industrial Relations Climate on employees at PT (PERSERO) Pegadaian Syariah Banda Aceh Area
IMPLIKASI TANGGUNG JAWAB TERHADAP KEPUASAN KERJA YANG DIMEDIASI ASPIRASI KARIR PADA PEGAWAI DINAS PENDIDIKAN PROVINSI ACEH Maya Fela Yati; Hamdi Harmen
Jurnal Ilmiah Mahasiswa Ekonomi Manajemen Vol 5, No 1 (2020): Februari
Publisher : Departemen Manajemen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24815/jimen.v5i1.12387

Abstract

This study aims to measure the effect of responsibility on job satisfaction with career aspirations as a mediating variable for employees of the Aceh Provincial Education Office. The population in this study were all employees of the Aceh Provincial Education Office, which amounted to 242 people. The sampling technique in this study was carried out by probability samplingwhere the whole population will be used as samples. Data collection equipment used in this study is a questionnaire. The analysis technique used in this study is SimpleRandomSampling.Based on the results of the study, indicating that responsibility has a positive effect on work satisfaction, responsibility has a positive effect on career aspirations, career aspirations have a positive effect on job satisfaction, and responsibility influences employee job satisfaction at the Aceh Provincial Education Agency through career aspirations.
PENGARUH PEMBERDAYAAN PSIKOLOGIS, KEPUASAN KERJA DAN KOMITMEN AFEKTIF TERHADAP KINERJA PEGAWAI PT. PERTAMINA UNIT PEMASARAN I CABANG BANDA ACEH Hamdi Harmen; Karlina Yulia Ningsih
JURISMA : Jurnal Riset Bisnis & Manajemen Vol 4 No 1: April 2014
Publisher : Program Studi Manajemen, Fakultas Ekonomi dan Bisnis, Universitas Komputer Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.34010/jurisma.v4i1.426

Abstract

The purpose of this study was to determine the effect of psychological empowerment, job satisfaction and affective commitment to the performance of the employees of PT. Pertamina Marketing Unit I Branch of Banda Aceh with a total sample of 69 respondents. Primary data were collected by distributing sheets of questions (questionnaire). Analytical equipment used is multiple linear regression method and which is the object of this research is psychological empowerment, job satisfaction, affective commitment, and employee performance at PT. Pertamina Marketing Unit I Branch of Banda Aceh. While the sampling is done by census method, which means using the entire population as a source of data or a sample in which the samples were taken are all employees working in PT. Pertamina Marketing Unit I Branch of Banda Aceh. The results showed that simultaneous Fcount > Ftable, thus it can be concluded that the alternative hypothesis (Ha) proposed is acceptable and the null hypothesis (Ho) is rejected, it means that psychological empowerment (X1), job satisfaction (X2), and affective commitment (X3) significantly affect the performance of employees at PT. Pertamina Marketing Unit I Branch of Banda Aceh with a correlation coefficient (R) of 0.812 which shows that there is a strong relationship between the three independent variables with the performance of employees at PT. Pertamina Marketing Unit I Branch of Banda Aceh, while the coefficient of determination (R2) in this study was obtained 0.660 which illustrates that the three independent variables affect the performance of employees at PT. Pertamina Marketing Unit I Branch of Banda Aceh at 66.0%.Keywords: Psychological Empowerment, Job Satisfaction, Affective Commitment and Employee Performance
PENGARUH PERCEIVED CAREER SUPPORT DAN CAREER ADAPTABILITY TERHADAP WORK PERFORMANCE YANG DI MEDIASI OLEH WORK ENGAGEMENT PADA ASN DI INSTANSI PEMERINTAHAN KOTA BANDA ACEH astari astari; Hamdi Harmen
Jurnal Ilmiah Mahasiswa Ekonomi Manajemen Vol 6, No 4 (2021): November
Publisher : Departemen Manajemen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24815/jimen.v6i4.21051

Abstract

This study aims to determine the relationship between perceptions of career support and career adaptation to performance with work engagement as a mediation. Data were obtained through a survey of 351 people as a representative sample of the research population. The data analysis method used is Statistical Product and Service Solutions (SPSS). The results of the study found that perceptions of career support, career adaptability and job involvement directly affect work performance. The results also found that the perception of career support and career adaptability affects the mediator variable, namely work engagement, so that work engagement is able to become a mediator on the relationship between the variable perception of career support and career adaptation to performance.
PENGARUH CREATIVITY DAN PROACTIVE PERSONALITY TERHADAP ENTREPRENEURIAL INTENTION YANG DIMEDIASI OLEH ENTREPRENEURIAL SELF-EFFICACY PADA MAHSISWA PROGRAM SARJANA FAKULTAS EKONOMI DAN BISNIS UNIVERSITAS SYIAH KUALA Roudha tillah; Hamdi Harmen
Jurnal Ilmiah Mahasiswa Ekonomi Manajemen Vol 7, No 4 (2022): November
Publisher : Departemen Manajemen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24815/jimen.v7i4.22068

Abstract

This research ains to measure the effect of creativity and proactive personality of entrepreneurial intention mediated by entrepreneurial self-efficacy to undergraduate students of the Faculty of Economics and Business, Syiah Kuala University. Data were collected throught a survey of 246 respondents as sample to represent the research populating technique used in this research was probability sampling by type stratified random sampling. Structural equation modeling (SEM) was used as analytical method to determine the effect between the variabels involved. The results of the study found that creativity and entrepreneurial self-efficacy significantly affect entrepreneurial intention. However, The results did find a entrepreneurial self-efficacy was able to mediate the effect of creativity and proactive personality to entrepreneurial intention. The results didn’t find a significant effect between proactive personality and entrepreneurial intention.
PENGARUH HIGH PERFORMACE WORK SYSTEM DAN PERCEIVED ORGANIZATIONAL SUPPORT TERHADAP PERCEIVED WORKLOAD MELALUI PSYCHOLOGICAL EMPOWERMENT KARYAWAN PT. BANK ACEH SYARIAH BANDA ACEH Khalil Gibran Putra Phonteuka; Hamdi Harmen
Jurnal Ilmiah Mahasiswa Ekonomi Manajemen Vol 8, No 3 (2023): Agustus
Publisher : Departemen Manajemen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24815/jimen.v8i3.25517

Abstract

Abstract: This study aims to determine the effect of high performance work systems and perceived organizational support on perceived workload through the Psychological Empowerment of Bank Aceh Syariah Banda Aceh Employees. This research is a quantitative research, collecting data using a questionnaire as an instrument. The population in this study were Bank Aceh Syariah Banda Aceh employees, totaling 2,032 people. as a sample that represents the study population. The sampling technique used is Proportionet Stratified Random Sampling. The data analysis method used is Statistical Product and Service Solutions (SPSS) used as an analytical method to determine the effect of the variables involved. Based on the results of the study found that high performance work systems, perceived organizational support and Psychological Empowerment directly have a significant effect on perceived workload. The results of the study also found that high performance work systems and perceived organizational support also had an effect on the mediator variable, namely Psychological Empowerment, so that Psychological Empowerment was able to become a mediator on high performance work systems and perceived organizational support for perceived workload.  Abstrak: Penelitian ini bertujuan untuk mengetahui pengaruh high performance work system dan perceived organizational support terhadap perceived workload melalui Psychological Empowerment Karyawan Bank Aceh Syariah Banda Aceh. Penelitian ini adalah penelitian kuantitatif, pengumpulan data menggunakan kuesioner sebagai instrument. Populasi dalam penelitian ini adalah Karyawan Bank Aceh Syariah Banda Aceh yang berjumlah 2.032 orang. sebagai sampel yang mewakili populasi penelitian. Teknik pengambilan sampel yang digunakan adalah Proportionet Stratified Random Sampling. Metode analisis data yang digunakan adalah Statistical Product and Service Solutions (SPSS) digunakan sebagai metode analisis untuk mengetahui pengaruh antar variabel-variabel yang terlibat. Berdasarkan Hasil penelitian menemukan bahwa high performance work system, perceived organizational support dan Psychological Empowerment secara langsung berpengaruh signifikan terhadap perceived workload. Hasil penelitian juga menemukan bahwa high performance work system dan perceived organizational support juga berpengaruh terhadap variabel mediator ialah Psychological Empowerment, sehingga Psychological Empowerment mampu menjadi mediator pada high performance work system dan perceived organizational support terhadap perceived wrkload  
Determinants of Job Satisfaction of Public Sector Organizations’ Employees in Six Continents: A Systematic Review Zainal Putra; Jasman J. Ma’ruf; Mukhlis Yunus; Hamdi Harmen; Hanudin Amin
Nidhomul Haq : Jurnal Manajemen Pendidikan Islam Vol 8 No 1 (2023): Management of Islamic Education
Publisher : Program Studi Manajemen Pendidikan Islam Institut Pesantren KH Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/ndh.v8i1.3174

Abstract

This article aims to systematically review the empirical literature on the determinants of employees’ job satisfaction in public sector organizations worldwide. This study conducted a systematic review following the protocol proposed by Lee and Cummings. Data sources utilize electronic databases, such as Scopus, PubMed, and Google Scholar, which were searched from 2008 to February 2022. The review method involves analyzing articles that examine the factors influencing employee job satisfaction in public sector organizations. Team members independently reviewed and determined each paper that met the inclusion criteria. Then we assessed the quality of the articles using a predetermined quality assessment instrument. Next, we perform data extraction. Finally, we conducted a comprehensive content analysis to categorize the factors related to employee job satisfaction. The results concluded that implementing appropriate leadership styles, prosocial behavior, rewards, organizational commitment, organizational justice, empowerment, emotional intelligence, and organizational communication can increase job satisfaction in public sector organizations. Toxic leadership style and job stress can reduce employee job satisfaction. Besides, we also revealed some inconsistencies in research results, which have provided research gaps for other researchers to follow up on in the future.
THE OUTCOMES OF JOB SATISFACTION ON PUBLIC SECTOR ORGANIZATIONS’ EMPLOYEES ACROSS COUNTRIES: A SYSTEMATIC REVIEW Putra, Zainal; Ma’ruf, Jasman J; Yunus, Mukhlis; Harmen, Hamdi
Pattimura Proceeding 2023: PROCEEDING: THE 2ND INTERNATIONAL CONFERENCE ON BUSINESS AND ECONOMICS
Publisher : Pattimura University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30598/PattimuraSci.2023.ICONBE2.01-16

Abstract

Background: Organizational leaders in public sector organizations must pay serious attention to employee job satisfaction because they provide community services. Ensuring employee job satisfaction in public entities is the key to improving service quality and maintaining their consistency in serving the community. Employees who are satisfied with their work will be willing to work hard to achieve organizational goals. Objectives: We aim to systematically review the empirical literature on employee job satisfaction outcomes in public sector organizations across countries. Design: We conducted a systematic review based on previous researchers’ protocols. Data sources: We use electronic databases, including Scopus Search, PubMed Search, Sciencedirect.com Search, and Google Scholar Search from 2010 to February 2022. Review methods: We include articles that examine the outcomes of employee job satisfaction in public sector organizations. The team independently reviewed and determined each study that met the inclusion criteria. Next, the rest of the team assessed the quality of the papers using a predetermined quality assessment instrument. Then to the included studies, data extraction was carried out. Finally, we conducted an in-depth content analysis to identify the outcomes of employee job satisfaction. Results: We have identified 33 outcomes of job satisfaction. We divided these outcomes into six categories: job attitude, performance, happiness, prosocial behavior, work motivation, and customer satisfaction. The team also found inconsistent research results, providing research gaps for other researchers to follow up
Co-Authors - Fairuzzabadi - Farid astari astari Hanudin Amin Jasman J. Ma’ruf Karlina Yulia Ningsih Khalil Gibran Putra Phonteuka Maya Fela Yati Ma’ruf, Jasman J Muhammad Hanif Mukhlis Yunus Mukhlis Yunus Putra, Zainal Putra, Zainal Roudha tillah Salsabila, Unik Hanifah