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All Journal Cakrawala Pendidikan Jurnal Ekonomi dan Bisnis Jagaditha JDM (Jurnal Dinamika Manajemen) Journal of Economics, Business, & Accountancy Ventura JURNAL ILMU EKONOMI & SOSIAL Jurnal Manajemen Teori dan Terapan Jurnal Ilmiah Manajemen dan Bisnis (JIMB) Jurnal Riset Akuntansi Dan Bisnis Airlangga Jurnal Ekonika : Jurnal Ekonomi Universitas Kadiri Jurnal Studi Manajemen dan Bisnis Akuntabel : Jurnal Ekonomi dan Keuangan Journal of Economic, Bussines and Accounting (COSTING) IJEBD (International Journal Of Entrepreneurship And Business Development) Jurnal Maksipreneur: Manajemen, Koperasi, dan Entrepreneurship Business and Finance Journal Arthavidya Jurnal Ilmiah Ekonomi Majalah Ilmiah Bijak Maker: Jurnal Manajemen BALANCE: Economic, Business, Management and Accounting Journal Value: Jurnal Manajemen dan Akuntansi Journal of Economics and Business UBS Jurnal Ekonomi Transekonomika : Akuntansi, Bisnis dan Keuangan Golden Ratio of Human Resource Management Jurnal Multidisiplin Madani (MUDIMA) JRABA BISMA (Bisnis dan Manajemen) Jurnal Manajemen dan Pemasaran Jasa Media Bina Ilmiah Jurnal Ilmiah MEA (Manajemen, Ekonomi, dan Akuntansi) Lead Journal of Economy and Administration Amkop Management Accounting Review (AMAR) IIJSE Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam Journal of Ekonomics, Finance, and Management Studies eJEBA

Praptini Yulianti, Praptini

Fakultas Business Economics, Airlangga University

Author-ID : 597464

Religion Agriculture, Biological Sciences & Forestry Humanities Civil Engineering, Building, Construction & Architecture Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Industrial & Manufacturing Engineering Social Sciences Other

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Articles

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THE EFFECT OF EXTRINSIC, INTRINSIC REWARDS AND WORK FLEXIBILITY ON JOB SATISFACTION FOR MILLENNILAS GENERATION (CASE STUDY ON PROPERTY AGENT IN SURABAYA) Crysilia Lisa; Praptini Yulianti
Jurnal Ilmiah Manajemen dan Bisnis Vol 7, No 2 (2021): Jurnal Ilmiah Manajemen dan Bisnis
Publisher : Universitas Mercu Buana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22441/jimb.v7i2.11929

This study aims to determine the effect of extrinsic, intrinsic rewards and work flexibility of job satisfaction for millennial generations especially work as a property agents. Types of research used in this study is a quantitative and research methods are used methods of explanation. Samples taken as many as 50 property agents by using purposive sampling. Analysis techniques used are descriptive statistics and multiple linear regression analysis. The Result of this study indicate intrinsic rewards and work flexibility has positive and significant effect on job satisfaction through millennials generation work as a agent property rather that extrinsic reward.

A paradox: employee development and intention to turnover Praptini Yulianti; Cecilia Margaretha
Journal of Economics, Business, & Accountancy Ventura Vol 22, No 1 (2019): April - July 2019
Publisher : STIE Perbanas Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.14414/jebav.v22i1.1252

Employee development program aims to strenghten talents and as a optimal retention program. Development program which is not followed by interesting career development opportunities can be occured turn over intentions. Employability Paradoxs is an employee development program which brings increasing turn over intentions risk. This paradoxs occurs if employee who gets improvement on their competency does not have good career opportunity in organizations. The objectives of this study examines internal and external employability as of mediating the relationship between human resource development with turn over intentions. The relationship between perceived internal and external employability with turn over intentions is moderated by Job autonomy. This study is a quantitative study by distributing questionnaires to 108 employees of beauty services companies in Surabaya. The result of this study is that employee development has no direct effect on turnover intenions, perceived internal and external employability fully mediates employee development related to turn over intentions. Job autonomy strengthen the perceived internal employability relationship with turnover intentions and job autonomy lowered the perceived external employability relationship with the turnover intention.

ORGANIZATIONAL JUSTICE DAN ORGANIZATIONAL MISBEHAVIOR PADA TENAGA PENJUALAN Nidya Ayu Arina; Aldila Dwi Jayanti; Praptini Yulianti
Jurnal Riset Akuntansi Dan Bisnis Airlangga Vol 4, No 1 (2019): Jurnal Riset Akuntansi dan Bisnis Airlangga
Publisher : Universitas Airlangga

The purpose of this study was to examine the effect of organizational injustice on organization misbehavior carried out by salespeople because working as asalesperson is full of targets with pressure experienced certainly has high potential for misbehavior. Salespeople are required to achieve the target and not infrequently justify any means to meet the target. Some previous studies found that organizational injustice can be a trigger for workers to do misbehavior actions. Then the phenomenon arises, whether someone's reasons justify their misbehavior. This research used moral justification which is a process in which an individual carries out deviant actions but the process of action seems morally justified because it seems to have a noble goal. This research was conducted on 150 sales people at 3 consumer goods companies in Surabaya Indonesia and to test statistics, Smart PLS is used. This research is expected to be an input for policy makers to reducing misbehavior and also contributes to research on organizational misbehavior. Theresults of this study indicate that organizational injustice has a significant effect on organization misbehavior. In addition, moral justification can mediate the influenceof both variable

Pengaruh Organizational Justice terhadap Employee Engagement melalui Organizational Identification Amelia Yuhana Prativi; Praptini Yulianti
Jurnal Maksipreneur Vol 10, No 1 (2020)
Publisher : Universitas Proklamasi 45 Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30588/jmp.v10i1.592

This study uses objects in one of the state-owned companies engaged in microfinance services, namely PT. Investment Management. In this case, of course, PT PNM Investment Management has growth that is very dependent on the service of employees to customers. Therefore, companies must continually improve services to customers and be able to maintain and improve employee performance. This research aims to determine the effect of organizational justice on employee engagement through organizational identification. This quantitative study is based on data collected using a questionnaire distributed to 78 respondents of PT. Investment Management is then analyzed using partial least square. In the results of the analysis using PLS it was found that organizational identification was able to mediate the effect of organizational justice (distributive justice, procedural justice, interactional justice) on employee engagement. This shows that the employee engagement can be achieved by many factors and some of them are about the concept of justice applied by the company and identification of the organization owned by employees, especially employees of PT. PNM Investment Management.

Membangun Perilaku Inovatif Dosen Perguruan Tinggi Praptini Yulianti
Jurnal Studi Manajemen dan Bisnis Vol 3, No 1 (2016): Juni
Publisher : Trunojoyo University of Madura

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21107/jsmb.v3i1.2566

Tantangan ke depan perguruan tinggi di Indonesia adalah kemampuan institusi pendidikannya dalam menempatkan diri sejajar dengan universitas-universitas terkemuka di dunia. Dosen merupakan SDM perguruan tinggi yang memiliki peran yang sangat sentral dan strategis dalam seluruh aktivitas di perguruan tinggi. Perilaku inovatif dosen dapat diwujudkan apabila dosen melaksanakan tugas dengan penuh kreatifitas untuk memberikan outcomes positif bagi perguruan tinggi. Perilaku inovatif dapat distimuli dengan iklim kreatif di perguruan tinggi. Sampel dalam penelitian ini adalah sejumlah 145 dosen perguruan tinggi negeri di Surabaya. Metode pengumpulan data menggunakan accidental sampling. Hasil penelitian ini adalah baik dukungan perguruan tinggi pada inovasi maupun kualitas hubungan dengan pimpinan berpengaruh signifikan pada perilaku inovatif. Peran iklim kreatif di perguruan tinggi hanya memperkuat hubungan kualitas hubungan dengan pimpinan pada perilaku inovatif.

Komitmen Organisasional Perspektif : Konsep Dan Empiris Praptini Yulianti
Jurnal Studi Manajemen dan Bisnis Vol 2, No 1 (2015): Juni
Publisher : Trunojoyo University of Madura

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21107/jsmb.v2i1.1503

Tulisan ini bertujuan mendeskripsikan secara lebih dalam akan pemahaman tentang komitmen organisasional. Komitmen organisasional memiliki tempat yang penting dalam studi perilaku keorganisasian, karena banyak hasil penelitian yang menemukan adanya hubungan positif antara komitmen organisasional dan sikap serta perilaku positif di tempat kerja. Komitmen Organisasional muncul karena ada antesedennya, tergantung dari pemicu yang ada di dalam organisasional. Karyawan dalam organisasi akan memiliki jenis komitmen organisasional yang berbeda tergantung dari bagaimana karyawan merespon anteseden yang ada di organisasi. Jenis komitmen organisasional yang berbeda akan menghasilkan jenis motivasi yang berbeda. Pada perkembangannya, komitmen organisasional bukan hanya untuk karyawan tetap, akan tetapi juga untuk karyawan tidak tetap seperti karyawan kontrak maupun outsourcing. Mereka berbeda hanya dalam status karyawan, akan tetapi sikap dan perilaku positif di tempat kerja sangat dibutuhkan dalam mencapai kinerja organisasi

Pengaruh Proactive Personality dan Organizational Support for Career Development terhadap Career Success melalui Career Commitment yang Dimoderasi oleh Self-Efficacy (Studi pada PT Bogasari ISM Flour Mills Tbk. Surabaya) Revan Jaya Kusuma; Praptini Yulianti
Jurnal Bisnis dan Keuangan Vol 4 No 1 (2019): Business and Finance Journal
Publisher : UNUSA Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33086/bfj.v4i1.1096

Career success is a way for individuals to fulfill their needs for achievement and effort during work, even career success is someone’s goal in working. The sample in this study were 65 production department employees with quantitative analysis approaches. In this study using PLS (Partial Least Square) analysis with SmartPLS 3.0 software. Research on career success benefits both individuals and organizations. At the individual level, career success can be observed from the objective (extrinsic) and subjective (intrinsic). Knowledge of career success helps individuals de- velop the right strategies to commit to careers in their working days. At the organizational level, knowledge of the relationship between proactive personality and organizational support for career development towards career success can help companies to design effective career systems. Compa- nies that want to get competent human resources must understand the factors that affect their employees’ career success, one of these factors is self-efficacy. The self-efficacy variable in this study is positioned as a moderator that influences the relationship between career success and career commitment. The purpose of this paper is to develop conceptual models and propose hy- potheses that connect proactive personality and organizational support for career development in career success through career commitment that is moderated by self-efficacy.

Online learning satisfaction in higher education: what are the determining factors? Sri Suhandiah; Fendy Suhariadi; Praptini Yulianti; Ratna Wardani; Yurilla Endah Muliatie
Jurnal Cakrawala Pendidikan Vol 41, No 2 (2022): Cakrawala Pendidikan (June 2022)
Publisher : LPMPP Universitas Negeri Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21831/cp.v41i2.35724

Covid-19 pandemic crisis has required the implementation of comprehensive online learning in Indonesia, including in the higher education institutions. Changes in the conventional way of face-to-face learning to online one provide both positive and negative responses, which will affect student learning satisfaction. This research aims to determine student satisfaction with the online learning which is associated with perceived technological complexity, student learning experience, online learning readiness, and presence of lecturers in online learning activities. This research employed a quantitative approach. Data were collected utlizing a google online questionnaire distributed through a network of lecturers. The samples were 439 students from state and private higher education institutions spreading across eight islands in Indonesia. Statistical analysis utilized the Structural Equation Model (SEM) in Stata 15. The results show that online learning satisfaction is positively influenced by student experience, online learning readiness, and the presence of lecturers in online learning. Moreover, online learning readiness can mediate student experience and online learning satisfaction but unable to mediate technology complexity and online learning satisfaction. These findings add to the literature on online learning satisfaction and provide direction for the solution of problems on online learning satisfaction. The proposed suggestion to higher education institutions is to encourage the development of online-based collaborative models and to provide a continuous experience for students.

The interdependence of managerial capabilities toward investment decisions of manufacturing companies on IDX period 2014-2016 Yogi Yunanto; Fendy Suhariadi; Praptini Yulianti
BISMA (Bisnis dan Manajemen) Vol. 12 No. 2 (2020)
Publisher : Universitas Negeri Surabaya

Following the opening of the ASEAN Economic Community (AEC), Indonesian companies must have a reliable manager to benefit from the existence of this AEC. This research aims to explain the effect of managerial ability on investment decisions. Therefore, the dependent variable in this study is the company's fixed-asset investment decision, while the independent variable is the managerial ability to improve the efficiency of company resources. The sample of this study is go-public manufacturing companies in 2011-2016. This study uses multiple linear analysis techniques such as data envelopment analysis with a banxia frontier analyst as an analysis tool. The results showed managerial ability harmed the investment decision that reflected by the company's fixed assets improvement.

INNOVATIVE BEHAVIOR ON MILLENNIALS: ANTECEDENT PROACTIVE PERSONALITY AND TASK CONFLICT WITH MODERATING JOB AUTONOMY Praptini Yulianti; Fardian Putra Arifien
Jurnal Manajemen dan Pemasaran Jasa Vol. 12 No. 2 (2019): September
Publisher : Lembaga Penerbit Fakultas Ekonomi dan Bisnis

The objective of this study is to examine the influence of proactive personality on innovative behavior with the mediating of task conflict and also moderating of job autonomy. This research sample is the whole millennial employees on the. PT Pertamina Operational Marketing Regions East Java, amount 172 millennials employee. Data collected with online survey. The result of this is that proactive personality significantly influences innovative behavior and task conflict partially mediates also job autonomy lowered the relationship between proactive personality and task conflict. The study implication isthatjob autonomy has an important role for millennials to reduce task conflict.

Co-Authors Adlina Fildzah Dararina Agnes Trisnawati Ainur Leksono Ajeng Purwati Ningtyas Akram, Hammad Aldila Dwi Jayanti Amelia Yuhana Prativi Angela Linggo Satria Angga Erlando Anggraini, Elfira Nadya Arina, Nidya Ayu Ayu Magdalena Ayu Wahyuni Bachtiar, Husaini Cecilia Margaretha Crysilia Lisa Dararina, Adlina Fildzah Dhiyan Septa Wihara Dita Ayu Permatasari Early Antarest Haryadi Puteri Elfira Nadya Anggraini Fandy Ardi Wijaya Fardian Putra Arifien Febiunca, Adeantiko Riza Fendy Suhariadi Fikri Dainuri Iqbal Forman Halawa Gawik Setiawan Hadi, Faizal Susilo Halawa, Forman Harefa, Nonifili Febrianty Hartomo, Adi Hekayanti, Kris Herlambang, Pandhu Hikmah Muhaimin Husaini Bachtiar Illiyin Dihan Prameswari Jayanti, Aldila Dwi Jeremia Christian Alexander Khaira, Nurul Kharima, Kholilah Danarratoe Kharisma Syadza Prawinda Kiswanto, Nanda Koespono, Dwiarko Nugrohoseno Kris Hekayanti Kumalaretna, Dianing Kurniawan Aji Prabowo Kusuma, Revan Jaya Margaretha, Cecilia Medina Anisabella Prameswari Soegardi Muh. Asrori Afandi Mustikaningrum, Sari Nancy Rosminingsih Tomanda Ningtyas, Ajeng Purwati Noorlaily Fitdiarini, Noorlaily Pandhu Herlambang Paramudita Indraswari Prawinda, Kharisma Syadza Purwaningrum, Indria Sari Putri Rahma Dayanti Raden Kusyeni Ratna Wardani Revan Jaya Kusuma Reynaldi Dwi Junianta Sertiya Putri, Kartika Dyah Shafira Khairunnisa Siti Alfia Ayu Rohmayanti Sri Suhandiah Syafiudin, Mohammad Tatik Suryani Trisnawati, Agnes Vania Intar Zerlinda Wijaya, Muhammad Nur Ilham Yehofa Tamonob, Selfi YOGI YUNANTO, YOGI Yulinda Hardiana Yuni Wulandari Yuningsih, Yuyun Yurilla Endah Muliatie, Yurilla Endah Zendrato, Karya Jaya

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